Understandanding the Role of the Social Care Worker

1.Understand working relationships in a care setting.1.1 Explain how working relationships are different from a personal relationship; a working relationship is different because of boundaries, in a personal relationship you have a different approach to your partner than you would to your colleague.1.2 Describe different working relationships in a social care setting; you work with a varierty of different people in the work settings; i.e doctors, family members and colleagues.You work with a doctor when an individual becomes ill or has a fall. You work with family members to let them know about their family member in your care. You work with colleagues as part of the job to care for a large number of indviduals.2 Understand the importance of working in ways that are agreed with the employer.2.1 Describe why it is important to adhere to the agreed scope of the job role;It is important to adhere to the agreed ways of the job role set by the employer as this sets out boundaries in your job role, enables you to know your role and responsibilities. Knowing your own level of competence and skills, knowing your job description.2.2 Outline what is meant by ‘agreed ways of working'; By following the companies policies and procedures based on safety guidelines.2.3 Explain the importance of full and up to-date details of agreed ways of working; By recieving a up to-date job description and reading it you know if you are the right person for the job. You would know if you had the right qualifications and experience the company is looking for and you would know what they expected from yourself.3 Understand the importance of working in partnership with others3.1 Explaine why it is important to work in partnership with others; It is important because if nobody worked in partnership the nobody in the care setting would know how to communicate and pass on information on each individual and they would be less confident in the work place.3.2 Identify ways of working that ca n help improve partnership working; Team work. Questionaires can increaae communication skills. Ringing other landings. Make what you say clear so you can get your point across.3.3 Identify skills and approaches needed for resolving conflicts; The ability to be quiet an listen. To be able to listen to other peoples points and opinions and to be considerate of them.3.4 Explain how and when to access support and advice about; Partnership working: in the workplace generally speaking, support and advice about working through and learning how to resolve conflicts would come from a person with more experience in the company such as head of department.Resolving conflicts: openly discuss differences in a calm and rational manner. For example, when having heated professional discussions with colleagues avoid rising to challenges or suggestions that you are incorrect or ask colleagues to listen to you and respect your opinions, but also respect their opinions.

Leadership Skills

Leadership Assignment – 1,500 words â€Å"Leadership is a skill that anyone can learn and successfully apply† Discuss. Nothing happens without leadership. Nothing changes without leadership. Nothing develops without leadership. Nothing improves without leadership. Nothing is corrected without leadership. Everyone, everywhere, every time is always being led. Leadership is perpetually exercised daily whether by a politician, priest, parent, boss or teacher. Leaders are not born. They are made through a never ending process of self study, education, training and experience backed up with a strong desire and willpower. They grow out of opportunities and projects. What is leadership? Leadership is therefore a process by which a person influences others to accomplish an objective and directs a group in a way that makes it more cohesive and coherent. Leadership is also the capacity to influence others through inspiration generated by a passion, motivated by a vision, birthed by conviction and produced by a purpose. Leaders carry out this process by applying their leadership attributes such as beliefs, values, ethics, character, knowledge and skills. There are three basic ways to explain how people become leaders; they are: a)Some personality traits may lead people naturally into leadership roles. This is called trait theory b)A crisis or important event may cause a person to rise to the occasion, which brings out extraordinary leadership qualities in an ordinary person. This is the great events theory. c)People can choose to become leaders through the learning of leadership skills. This is the transformational leadership theory. In this theory, the leader his team to be effective and efficient. Usually, communication is the base for goal achievement focusing the group on the final desired outcome. The leader is highly visible and uses a chain of command to get things done. Transformational leaders focus on the big picture, needing to be surrounded by people who take care of details; the leader is always looking for ideas that move the group to reach their vision. Factors of leadership: There are four major factors in leadership, they are: a)Follower: Without followership, there is no leadership. It is through the followers that the leader gets his vision/s accomplished. The leader must know his/her people. The fundamental starting point is having a good understanding of human nature, such as needs, emotions and motivation b)Leader: The leader must have an honest understanding of who he is, what he knows and what he can do. Since it is the followers, not the leader who determines if a leader is successful. ; if they don't trust or lack confidence in their leader, then they will be uninspired. To be successful as a leader, you have to convince your followers, not yourself or superiors, that you are worthy of being followed. )Communication: leadership is through a two way communication system, much of which is non verbal. For instance, when the leader â€Å"sets the example† that communicates to his team that he would not ask them to perform anything that he would not ask them to do. What and how he communicates either builds or harms the relationship between him and his team. d)Situation: All are different. What is done in one situation will no t always work in another. The leader must use his judgement to decide the best course of action and the leadership style needed for each situation. For example, you may need to confront a team member for inappropriate behaviour, but if the confrontation is too late or too early, too harsh or too weak, then the results may prove ineffective. Various forces will affect these factors. Examples of forces are relationship with seniors, the skill of your team, the informal leaders within the team and how the team is organised. Skill is the ability coming from one's knowledge, practice or aptitude to do something well; since leadership is a skill, there is therefore the need to learn and grow in the application of leadership abilities. Good leadership is a result of the active practice and application of the rights skills which can become a part of the leader's style over time. Below are some essential leadership skills that should be learnt and practised for optimum performance, they are: a)Setting an example: This is the most persuasive leadership skill. A good leader sets a positive example in these ways: Following instructions: following instructions, obeying the law and carrying out tasks in the recommended manner points out that rules and procedures are important. Showing initiative: A good leader must do what has to be done without waiting to be told or forced to act. An effective leader respects the good suggestions of the group member and encourages each person to show initiative. Acting with maturity: An effective leader shows good judgement. The group members see that the leader's personal behaviour is directed towards accomplishing the task. Knowing the job: Generally, a leader should have a mastery of the skills to be used. If not, the leader must apply the resources of the group towards achieving the task. Keeping a positive attitude: a positive attitude is vital as an example to group members. The leader's personal frustration or discouragement should never be apparent. Failure should be considered a potential learning process . Enthusiasm is contagious. b)Counselling: counselling in one form or another goes on constantly as the leader works with the members of the group. It can be used to encourage or reassure an individual, to develop a more effective member of the group or help solve a specific problem. Counselling is helpful when a person needs encouragement, should have more information bearing on his or her tasks, needs helping in interpreting facts or is uncertain about what to do or the leader feels the need to correct a situation. There are six keys to good counselling: Listen carefully. Give undivided attention to what the person is saying. Ask yourself â€Å"Do I understand what the person is trying to say Summarize frequently to assure understanding , keep on track and check what is being told Additional information might be all that is needed. The person might not have all the facts or might not know all the resources available. The counsellor must be sure to give information, not advice The person must be encouraged to think of different ways of handling the problem. Above all, the counsellor must not give advice. The objective of counselling is to lead the individual to his or her own solution. c)Communication: This involves several factors such as receiving, storing, retrieving, giving and interpreting information. It is important that members of a group communicate freely with each other. To improve one's skills in communicating as a leader, the following needs to be done; Pay attention and listen carefully. Make notes and sketches Ask questions and repeat your understanding of what was said Be sure others are listening before you speak Speak slowly and clearly Draw diagrams, if needed. Ask those receiving information to take notes Have the listeners repeat their understanding of what was said. Encourage questions. d)Controlling group performance: A leader influences the performance of the group and individual members through his/her actions. A group needs control as an engine needs a throttle to keep it from running itself into the ground. A group works together best when everybody is headed in same direction. If a plan is to be properly carried out, someone must lead the effort. Control is a function that the group assigns to the leader to get the job done. Control happens as a result of recognising the difference between where the group is and where the group is going. The leader is responsible for developing a plan to help the group get to its goal. Setting the example is the most effective way of controlling the group. e)Evaluation: The skill of evaluation helps leaders to measure the performance of a group/team in getting a job done and working together. It suggests ways in which the group/leader can improve its performance. There are two basics categories of evaluation questions. After any event or activity, these questions should be asked: Was the job done? Was the job done right? Was the job done on time? Were relationships between group participant helped or hurt? Was participation equally distributed among group participants? Did the group enjoy the activity? Did the group handle conflicts well? f)Planning: This is a very essential skill that must be learnt by any leader striving to succeed on his/her assignment. The following is a simple process for developing planning skills: Consider the task and objectives. What do you want to accomplish? Consider the resources- equipment, knowledge, skills and attitude Consider the alternatives. Brainstorm Reach a decision, evaluating each option. Write the plan down and review accordingly Execute the plan Evaluate the plan g)Effective teaching: Effective teaching is a process to increase the knowledge, skills and attitude of the group. The focus is on learning, not teaching. Therefore, for teaching to be effective, learning must take place. The following steps are necessary for effective teaching to take place; they include; Choosing the learning objective Providing a discovery experience that helps the learner understand the need for the skill Demonstrating or explaining the skill Allowing the learner to practice the skill Evaluating the process

Groups of Patels in Gujarat Essay

There are two main groups of Patels in Gujarat that make up the Patidar community: 1. Leva Patel/Patidar and 2. Kadva Patel/Patidar. The Kadva Patidar sub-caste is found mostly in districts of the Saurashtra region like Rajkot, Junagadh, Jamnagar, Bhavnagar and Mahesana. The Leva Patidar sub-caste is primarily concentrated in the Charotar Region (which are also known as Charotar Leuva Patidars), Kheda, Anand, Kanam, Baroda, Dahod, Bharuch, Panchmahal, Surat and Valsad. The Leva Patels are said to be the descendents of Lav, son of Lord Rama and the Kadva Patels who are said to be descendents of Kush. The Leva Patels and Kadva Patels are known for their entrepreneurial skills in business and agriculture having a strong hold in Gujarat and have made a name for themselves around the world. There are religious and ideological differences between various groups of Patels. They have their own social samaj (gatherings) and mandirs at various locations. The Patel community followed an age-old tradition of marrying within their ‘GOL’ or circle, but with changes in economic status, global influence, literacy and education, changes are now taking place and Patels are increasingly marrying outside the Gols. Other Gujaratis who migrated out of what is now the state of Gujarat during the British Raj to British East Africa (Kenya and Uganda) sometimes adopted the surname ‘Patel’, and this surname was then subsequently passed onto their descendants (who now mainly reside outside Kenya and Uganda). Also, during the British Raj, some ‘Patels’ who migrated to British East Africa and the Union of South Africa (South Africa) adopted different surnames, usually the name of their village, their trade or even their grandfather’s name. Subsequently, these surnames have been passed down to their descendants. The â€Å"Patel motel† phenomenon, as it is popularly known, has made a major impact on the American hospitality industry. The surname is the second most common last name in India, following Singh. â€Å"The trend started in the early 1940’s, though the real growth took place in  the 1960’s and 1970’s.†[citation needed] A sizable number of Indian immigrants to the United States came in the 1960s and 1970s, when the motel industry was booming. Many of them bought up undervalued and dilapidated properties and turned them into businesses.[9] As many as 60% of mid-sized motels and hotel properties, all over the US, are owned by the people of Indian origin. Of this nearly one-third have the surname Patel – a popular one among Indian Gujaratis(those that came from Gujarat).[10][11]) â€Å"According to the Asian American Hotel Association (A.A.H.O.A), 50 percent of hotels and motels in the United States are owned by people of Indian Origin†.[citation needed] A large immigrant population of Gujurati’s came in the 1960s and 1970s. These Patels known as the founding fathers, worked hard and saved then invested in a lot of properties. Having a steady amount income and savings, they called over their distant relatives and friends from the villages of India. Upon their arrival, they would already have financial assistance from the founding fathers and start up their own businesses. Even though Patels are evenly spread throughout the country they still have held onto their vast network, which has definitely been a key to their entrepreneurship.

Applying Critical Thinking to Decidin on Return to School for Essay

Applying Critical Thinking Skills to Make a Decision on Return to School for Graduate Study - Essay Example The primary focus in making a career decision pivots around an individual's internal goals, needs, and the pursuit of satisfaction. Vocational psychologists have advanced different theories to explain the process by which an individual makes a career choice. These range from a person-environment fit (Holland, 1997), to a person's current self-concept (Savickas, 2002). Many people like me, after working in the "real-world," develop a strong interest in a new field, and therefore, make a decision to return to a graduate school. In my case, it's a renewed interest in the field of psychology; coupled with a strong passion to seek a second career in academia, which compelled me to invest in a master's degree of choice. Incidentally, my first career in the army was more of a circumstantial dictate. Having been raised in a single-parent family, and the oldest of the siblings, I had decided to drop out of college in 1987, for want of a secured career to support my family. Although the penchant to study psychology remained active and potent, the immediate external factors affecting the family, forced me to shift my priorities. Revisiting academics remained a plausible option for the future. I also understand that returning to a graduate school is a huge investment, both in time and finance. Having already completed my Master's degree in Education and Instruction in 2008, from the University of Phoenix, I had a clear notion about the academic environs there, and the expectations from me. I also had a fair idea of the program on psychology being offered there, and the great credentials of professors and support staff in the university. Another aspect of my decision to pursue a master's program stems from a perceived increase in the earning capacity, and professional growth, for a master's degree holder. According to the U.S. Census Bureau ('The Chicago Flame', 2005), a person with a master's degree can earn around $500,000 more over their lifetime, than a person with a bachelor's degree, and the earnings increase by about $1,000,000 for each additional degree. I also strongly believe one must have fun - for life indeed, is one short burst. One way of achieving this is to discover one's niche area and drive one's career passionately and effectively, enjoying every moment of it. My return to the graduate school ensures this, and packs my future with a myriad of possibilities that would make me feel satisfied, and have "friends for life."Â  

Going global, acting local - communicating global brands to global Essay

Going global, acting local - communicating global brands to global markets - Essay Example ion of countries, ideas, knowledge and cultures of people from all across the world to develop a unique and distinctive market of consumers with almost similar tastes, preferences, interests, lifestyles, attitudes and behaviors towards a particular product or service. In other words, globalisation refers to international division of consumers who are both willing and able to purchase homogeneous products or services offered by different companies. In addition, it could be said that marketers divide all potential buyers in an international context and then formulate and implement their marketing, promotion and advertising strategies to cater those consumers. This process may involve manufacturing or production in other nations to achieve cost effectiveness while selling or promoting the produce in other countries where demand exists. (Medina and Duffy, 1998, 223-243) and (Levitt, 1983, 93-95) and (Fischer, 2003) Localisation is a process of adaptation to a particular geographic region, area, language or culture in an attempt to tap domestic market of a country. It is about giving a ‘local touch or look’ to products or advertising campaigns (that are offered to international buyers) by relating those goods or services to individuals in a specific target market. This process involves developing new products or innovating existing ones, modifying international promotion campaigns and advertising tactics etc after an in-depth analysis of societal taboos, sensitivities, language, demographic factors, culture and desires. This process is sometimes known as Customisation. (Medina and Duffy, 1998, 223-243) and (Baker, 1985, pp. 146-152) Glocalisation is a process that involves the elements of both globalisation and localisation. It is about tinkering away with the international goods or services to suit the tastes and preferences of domestic consumers from different markets across the globe. (Medina and Duffy, 1998, 223-243) It is worthwhile to mention the fact

Money Laundering Essay Example | Topics and Well Written Essays - 1000 words

Money Laundering - Essay Example Money represents the lifeblood of a criminal or a terrorist organisation and it is for this reason that most countries and global institutions have an interest in detecting and preventing money laundering2. Researchers suggest that the estimated aggregate funds processed by money laundering activities from around the world range from US$ 590 billion to US$ 1.5 trillion3. However, approaches to regulation, implementation and enforcement of anti-money laundering legislation differ despite a consensus for global cooperation and affect the anti-money laundering efforts as nations try to balance regulation, cost of enforcement and rights4 . The major financial centres from around the world have presented a need for greatest vigilance and effort directed towards prevention and prosecution of those involved in money laundering because global flows of dirty money are either generated in affluent economies or flow through these centres. Thus, it makes sense to try to examine the nature, empha sis and implementation of the anti-money laundering regulation and efforts in London and the UK within a broader regional and global context involving other major financial centres from around the world. It is with the previously mentioned objectives of interest to all those with an interest in the topic of discussion that this dissertation attempts to examine critically the prevailing anti-money laundering regime in the UK. To try to examine the anti-money laundering approach in the United Kingdom from the perspectives of domestic concerns, rights, expenses incurred for enforcement and development of European and international law and regulation. To present an examination of the processes for money laundering, their evolution and the manner in which the United Kingdom anti-money laundering regime acts to effectively prevent and deter money laundering. To try to present suggestions for improvements in effectiveness of the anti-money laundering regime in the United Kingdom,

India Essay Example | Topics and Well Written Essays - 250 words

India - Essay Example In his finding, he discovered that the Machiguenga gave out the smallest amount possible, and none of the second players rejected the offer no matter how small. Unlike the Machiguenga, the Westerners had a tendency to share things on an equality basis. Other people would reject a high offer. A repeat of the experiment in different parts of the world proved similar results. According to the study, Henrich concludes that humans are not similar throughout the world as believed by social scientists who focused their research in America. A system that works for the Westerners could fail in the east. According to Michael Brown, for thousands of years, spirituality has been, and still is a major factor in the Indians lives (History King 1). Everything they do is in accordance with their belief. In India, the people live together as one despite their diversity. Millions of people celebrating their religions gather in the River Ganges during the Komhala festival every year. The westerner could probably never understand the Indians way of life. How a man could renounce every material thing to pursue a spiritual life is still a puzzle to the British. The answer is the two worlds define civilization differently. The Western culture embraces individualism, materialism, rationality, and masculinity. On the contrary, India bases their civilization on renunciation, the female, and the inner life. It is unfair to judge other people’s culture, customs, and civilization by comparing it to our own. History King. â€Å"Legacy - The Origins of Civilization - Episode 2: India, the Empire of Spirit (Documentary).† YouTube Video Clip. Jul 5, 2014. Web. March 17, 2015. https://www.youtube.com/watch?v=ffm-0FnVgmw Watters, Ethan. â€Å"We Aren’t the World.† Pacific Standard. Feb 25, 2013. Web. March 17, 2015.

Dominican Republic Essay Example | Topics and Well Written Essays - 1000 words

Dominican Republic - Essay Example Many local people, knowing there destiny fled fearing the Europeans and later on formed there own colonies, called the Maroon colonies. The colonizers brought in another change, they imported the black people and slavery was one of the most predominant features at that time. But all this changed because of the Haitian Liberation, this made sure that slavery was completely abolished from the country, as a result of which, the blacks having no where to go settled on in the country. This is the history of the country, which saw many a change taking place. The people of Dominican Republic are masters when it comes to indirect communication, they firmly believe in maintaining a good relationship with as many people as they possibly can. The people of the Dominican Republic consider themselves to be more Latin American than Caribbean. The situation of the country as of now is quite bad; the people are struggling to fight against the corrupt people, who are currently in power. Spanish is spoken in the country and the people are very proud of the purity of Spanish they speak in the country. The flag of the country is designed in such a manner that it shows national pride and patriotism. The flag consists of the colors red and blue which indicate the blood of the people who gave up their lives and liberty respectively. The Dominican coat of arms can be found in the centre of the flag. "A recent national symbol, constructed in 1992, is the Columbus Lighthouse. It was a work project conceived of by President Joaqun Balaguer when he was 85 ye ars old and blind. It is an enormous cross, flat on the ground, facing the sky and bursting with lights, and was built as a tourist attraction." (Every Culture, 14 August, 2008). The light house is in an area where there is utter poverty; people live in despair, without any electricity and without many more basic necessities. The light house is a very big attraction and can even be seen burning brightly from Puerto Rico. The native people are called the Tianos; Columbus was well greeted when he first arrived in the country. These Tianos were peace loving people and lived in the tropical forest. These Tianos lives in make shift homes and many families lived under the same roof. The villages were further subdivided into districts, each district had a chief, who took care if that particular district. During this time there was no slavery in the country and it was free from all other evils too. The Tianos were very good at growing crops, specially the root crops. They also dug and used it as ornaments. Columbus kept a close eye on the gold digging skills of the Tianos and thought that he had a good chance of paying his debts to the king and queen of Spain. The culture of the Tianos is not very clearly presented because nearly all the Tianos died after three decades of Columbus's visit to the country. Columbus is known the world over for his navigating skills but he failed in dominating these Tainos, inst ead of farming he made them dig in pursuit of gold. The natives died, as there were torturous condition, food was not available in plenty and the population decreased. The country also saw the invasion of the United States of America from 1916 to 1924. The dominance of the United States brought many changes, for instance during the rule many new classes of land owners emerged and the country also sa

Free Speech on college campuses Essay Example | Topics and Well Written Essays - 500 words

Free Speech on college campuses - Essay Example said in his essay On Liberty in Utilitarianism Etc, people, in this case, students should be given the "fullest liberty of professing and discussing, as a matter of ethical conviction, any doctrine, however immoral it might be considered." (Mill, John Stuart, 1910) Voltaire was even more specific on the issue of freedom of speech when he said "I disapprove of what you say, but I will defend to the death your right to say it" (Voltaire 1906). The freedom of speech takes on a more urgent and important role inside the school campus. First, it serves as medium for sharing of ideas and knowledge, second, it facilitates decision-making, and third, it clarifies issues and helps facilitate changes for the better. When students are allowed to freely express themselves, the learning process becomes more dynamic and pro-active. Since everyone is free to present their ideas and challenge the ideas of others, academic discussions become more interesting and liberating. On the other hand, controlling and curtailing the freedom of speech in the campus tends to stifle and kill the natural creativity of the students. Who would want to present their ideas if these ideas will only be subjected to censorship? Yes, it is true that the freedom of speech inside the campus requires a lot of tolerance to nonsense, idiosyncrasy and bad taste but these are just small prices that we all have to pay to make the learning process more dynamic. Beside s, according to the Court in the case of Roth v US 354 US 476 (1957), any person who feels that he or she is maligned by the obscenities uttered by another person has the right to go to Court for redress. When it comes to decision-making, freedom of speech is very important. Note that a decision made in the campus without proper consultation among the concerned students can lead to a lot of protests. A school that makes decisions without really knowing what the students want is putting itself in a very compromising position. If we recall the

The UK and The European Union Essay Example | Topics and Well Written Essays - 2250 words

The UK and The European Union - Essay Example The core values of the union are human dignity, democracy, democracy, equality, freedom, rule of law and respect for human rights. What began as an economic union has slowly evolved into an organization spanning different policy areas, such as development aid, environment among others. It was initially called European Economic Community, but its name changed to the present one, which is the European Union. The rule of law guides the EU in all matters and everything is based on treaties that Europe. are democratically and voluntarily agreed upon by all member states (European Union, n.d.). The EU has managed to come up with a single currency, the Euro that is used among the member states, help raise the living standards of the member states citizens, and has brought stability, peace and prosperity. Through the standardized system of law, the EU has established a single market that is used by all member states. It has also removed border controls among EU nations which have made people travel freely among them. Additionally, it has made it easy to live and work among the nations when one is a citizen of one of the nations. EU membership means the residents of existing EU states have the rights and privileges to live and work in the UK (Manners and Whitman, 2000). Countries however have the option of placing transitional limits on migration from other countries to the EU. During one of the recent council meetings, there was a divide about the UK’s relationship with the EU. Niblett states that it showed the growing division between UK’s approach to its membership in the EU (2012). Since the council meeting, the disparity has widened rather than narrowing down. The Eurozone members that have joined the single currency period are joining forces to create and establish a new structure of financial and political integration that seeks to establish a Euro that is more stable. However, the UK is not part of this. In fact, the UK has never shared the same kind of

Tthe difference between Chinese and British Consumer Behaviour on Essay

Tthe difference between Chinese and British Consumer Behaviour on coffee consumption - Essay Example The study also examines some of the beliefs, perceptions and causal effects that influence coffee consumption. Answering the ways in which coffee brands have affected the coffee consumption and the overall consumer behaviour will help identify the differences and similarities in consumer behaviour in coffee consumption in China and UK. This chapter discusses the techniques that are used to collect and analyse primary data that will assist in justifying the study conducted in secondary sources. Rationale of research approach The study is conducted by making use of both the primary and the secondary data. This research entails qualitative and quantitative data. The secondary data offers the qualitative data that helps to get more information concerning the coffee consumption and consumer behaviour in China and UK. The reason for choosing to research on literature review is due to the fact that there might be previous studies of the same subject that might help in the study. The seconda ry data will help to gather information that might be hard to gather from primary data. It is also very easy and cheap to use the secondary data as it is readily available and would help answer unanswered questions. Secondary data will offer information that explains the consumer behaviour and what affects it. ... Both the primary and secondary data will help to verify the research hypothesis. Description of the data collection instruments The secondary data that provides the qualitative information is retrieved from secondary sources search as books, research reports and journals. They can also be retrieved from wed portals and electronic journals. These sources provide data that helps to analyse information from the past. They contain literature that are reviewed and have summarized theories from a wide range of sources. The primary data is collected by the use of statistical survey. One of the statistical survey method used in this study is the Likert scale type of questionnaire. It is made up of open-ended type of questions. It is a scaling method of a five point scale that shows the level of agreement with the given statement. The respondents are given a simple task to choose one of the options that range from â€Å"strongly agree, agree, uncertain, disagree and strongly disagree† (Jackson, 2011). The questions which are more of statements are positively structured which means that if the respondents agree to all statements, it will prove that coffee culture has been fully adopted in both countries. Rationale for data collection instruments The Likert scale questionnaire was the best to collect primary data because it would be easy for the respondents to understand the questions and also to answer them. One of the advantages of the Likert scale type of questionnaire is that it is effective, very easy to construct and they are also reliable. They are also very efficient because they are not complicated thus no major errors when collecting the data and administering them is very easy. They help in studying the

Leadership Management with Organizational Diversity Essay Example for Free

Leadership Management with Organizational Diversity Essay In today’s global market and corporate economy, the importance of understanding the power of cultural diversification within the workplace is very important. The ability to interchange and collaborate on set goals and objectives facilitates the process of attaining such goals at high performance level. With the influx of several cultures into the corporate world, it is important for managers to analyze, learn, adapt, and exemplify how a diverse work system must function. In post modern time, the organizational behavior behind getting a task done was generally focused on the individual critical thinking working method, but with increasing competency in the market, the need to accept the team process of completing a task has become evident. Transitioning from the standard individual workplace and into a diverse one is difficult especially on societies with a hardship in adaptability and those with a strong traditional belief. The acceptance of diversity is something that must me learned and understood taking into consideration ones surroundings and behavior influences. As a child, a person’s understanding on what culture similarities and differences are solely depends on his/hers family, friends, peers, literature, media, and etc. Learning to embrace diversity is hard but not impossible; in every society there are always difficulties in accepting other groups of people that don’t comply with the existent group’s way of life, and this is when the ability to accept and embrace play a role. Having the knowledge on how to perceive situations and surroundings is ones defensive mechanism that allows a person to know what to do in a certain situation. When faced with the unexpected, this knowledge based perception becomes what is known as bias. According to a research article, â€Å"Our biases serve as filtering lenses that allow us to make sense of new information and experiences based on what we already know (Nadler, 1997). This bias can sometimes be of positive nature giving an individual the ability to adapt and tell right from wrong, but sometimes bias can also form a negative perception of people based on sole belief crating ignorance, prejudice, and/or stereotype. Development of accepting diversity in a workplace is sometimes difficult and takes time to adapt since everyone comes from different backgrounds. This is something that cannot be acquired or pressured on people in short notices or time constraints, such as development classes or short group sessions. Management in a work environment must use techniques of group encouragement and cooperative training to allow everyone to understand and exemplify each other’s strengths and abilities. Examples of such techniques can be: * Developing an atmosphere that is safe for all employees to ask for help. People should not be viewed as weak if they ask for help. This is what helps to build great teams — joining weakness with strengths to get the goal accomplished. * Actively seeking information from people from a variety of backgrounds and cultures. Also, including everyone on the problem solving and decision making process. * Including people who different than you in informal gatherings such as lunch, coffee breaks, and spur of the moment meetings. * Creating a team spirit where every member feels a part of (Nadler, 1997). Human Resource Development (HRD) is the process in which the department of human resource is recognizing certain qualities and attributes individuals possess when handling new entrants in hiring or promoting. Having the ability to recognize what abilities individuals have, better allocates certain individuals with others to form a high performance team. By working jointly to train and collaborate with supervisors and management will assist in better teaching individuals the correct way of completing a task or job process. The development of what is known as â€Å"soft skills† such as diversity, communications, and social networking skills will promote a better work system and decrease employee turnover. The key is to promote job likeness and positive attitude with employees for a positive organizational result. Along with a focused human resource development initiative, organizations must understand the importance of the internal and external factors that make up the entire success. Internally, organizations must take into consideration the behavioral influence its people incorporate into every day operations in regards to its long term gains. What influences the behavior of these individuals is the type of culture the organization has. Culture is defined as, â€Å"the aggregate of beliefs, norms, attitude, values, assumptions, and ways of doing things that is shared by members of an organization and taught to new members† (2010, p. 370). This definition of culture best describes how an organization is built and how it functions on everyday operations led by individuals with a strategy of positive leading. According to authors Lussier and Achua, â€Å"all organizations have a culture, whether they acknowledge it or not. Every organization has a culture, distinguished by its own beliefs and approaches to problem solving and decision making. An organization’s culture is manifested in the values, norms, and expectations that leaders preach and practice, in its employee’s attitudes and behavior, in ethical standards and policies†¦Ã¢â‚¬  (2010, p. 370). The importance of leaders to understand the type of culture that his/her organization has is important to continue a process of strong work ethics, team effort, and skill development. In leadership studies, there is a power of culture that defines how well an organization can create and internal unity of its people, and also how well it adapts to its external environment in areas of sustainability and consumer/competitive preferences. The cultural power of internal unity generally describes how management supports the organization’s vision, mission, goals, and strategy. Having a strong internal normative order can change the workforce into a creative one where individuals come together to share and develop new innovative ideas that will benefit the entire organization. It is important that management encourages its employees in a positive way by using motivational and identification tools, to increase individual desire and interest in his/her job to increase performance while also taking into consideration each and every single employee. While it is important to motivate employees to like their job, having rules and certain guidelines also promotes social control by setting certain requirement to maintain a safe and secure working environment. The external adaptation of cultural power describes the impact of outside influences such as consumer preferences towards the organizations product, or environmental awareness that must be taken into thought to reduce its negative impact on sustainability. Example of an organization who takes into consideration an external analysis is Southwest Airlines who ranks the highest in competitiveness within its market, taking into account the importance of customer preferences in keeping affordable price levels, consumer loyalty through programs of frequent flyer, and employee needs in both financial and health needs. Table 1.1 displays the total rating amount Southwest Airlines received against its competitors American and United Airlines. Along with a strong power of culture within an organization or group, the ability to acquire certain characteristics of performance to increase production or service is important. There are two types of performance ratings in organizational culture; one is a high performance mark that identifies an optimum group of individuals working together towards a similar goal or objective and one with a low performance mark indicating a lack of agreement with individuals with a strong concern for self-interest different from the general census. Low-performing organizations have four major characteristics of poor quality; these include insular thinking, resistance to change, politicized internal environment, and unhealthy promotions. Examples of organizations with an insular method of thinking are those with upper level management who believe and dictate what decisions to make based on their own knowledge and concern. This type of business strategy is ineffective since cooperative group decision making is not used, causing a decline in operational performance. Managers who always think their right, demotes interest and desire for individuals to work. This thinking method is evident in businesses where upper level management does not receive or disregards information channeled through operational levels of production. The organizations that are resistant to any changes in strategies or techniques are generally those that have continuously followed set guidelines and norms for long periods of time. This type of continuous and repetitive process categorizes this performance culture as low. Having the same type of methods of completing a work process makes the job more concerned with keeping one’s position rather than expanding and seeking innovations. Businesses that follow this type of performance rank low since adaptability with external changes becomes difficult causing a negative impact to organizational success. Similarly, a highly internal politicized organization suffers from the lack of culture and team sharing when it comes to decision and critical thinking. Powerful leaders or executives tend to make the decisions and instruct followers on what to do next; followers simply agree to avoid reprimand or disapproval. Last, the use of negligent promotions from management places unskilled personnel in top level positions where strategic thinking is required. Having someone in the decision making spot without having the sufficient amount of knowledge or training, jeopardizes the entire operation and success of the overall organizational purpose. The opposite of a low-performing culture in an organization is one who is highly recognized for team development and value sharing within all levels of operations and management. An organization with a highly valued purpose and mission is usually accepted by its followers who share its similar views and thoughts. High performance organizations tend to also encourage communication between management and employees to sustain a strong culture to assure everyone is on the same path following the same values. A direct description of a standard high performing cultural organization is described as, â€Å"a culture of discipline-where everyone is responsible to the values of the company, to its standards, and to the purposes it serves† (2010, p. 375). The characteristics that identify a strong performing culture is one with reinforcement tools, intensely oriented people, oriented results, and a major emphasis on achievement and excellence. Examples of such reinforcement tools include the use of slogans and ceremonies, in which the organization shares its values with its employees. Having such a tool makes much feasible the entry of new employees by directly displaying the core values and meaning. By being people oriented the organization exemplifies the importance of being a democratic business rather than an autocratic one where a single management official makes all the decisions. Individuals, who work in organizations where they are treated with respect and acknowledged for their contribution, tend to become more committed and hold their positions for longer periods of time. Setting goal markers and rewarding individuals based on total outcome versus the set marker improves individual desire to continue working at their best attainable performance or better. It is determined that what influences an organization’s culture is the impact that the external environment has on the overall behavior of employees or followers. There are four distinct types of cultures that have been developed taking into account the organizational strategic focus along with the external turbulence. A competitive culture is one that represents a leader that encourages and values a highly competitive work network (2010, p. 385), in this kind of organizational environment the need to always be on top of the market is intense. Being competitive is a must to avoid falling back in face of competitors that may produce similar products and drive one’s profitability down. Leaders in upper level management tend to create certain goal marks to promote his or her employees to work harder in return for profit gains and revenue increases; this type of working environment allows everyone to challenge themselves against the skills of others. Companies that exemplify competitiveness in the market include Pepsi Co. and Coca-Cola, Wing-House and Hooter’s, Dominoes’ and Papa John’s, etc. These companies are constantly monitoring each other in order to sustain greater performance than the other. Cooperative culture is when an organization represents a leadership belief in strong, mutually reinforcing exchanges and linkages between employees and departments (2010, p. 384). This type of organization tends to allows for employees to take on the task of decision making and developing ideas that can be advantageous to the overall performance. Management encourages relationship building between co-workers in order to increase skill and knowledge sharing in hopes of creating innovations. In today’s market with the constant change of diverse work groups, this type of cultural development is highly regarded and implemented. The adaptive culture is one that represents a belief in active monitoring of the external environment for emerging opportunities and threats (2010, p. 384). Organizations that lean on becoming adaptive are the ones that bare risks in changing and implementing their procedures based on what the external environment is doing. Acknowledging the changes in consumer preferences and taking the time to research and engage in changing the overall method of operation is an example of an adaptive culture. Last, the bureaucratic culture is formed when a leader values order, stability, status and efficiency (2010, p. 385). In contrast to the adaptive culture, the bureaucratic culture is structured to follow a set form of guidelines and policies. This kind of culture will strive to maintain stability within its operations without any consideration to changes or innovations. What keeps these organizations operational is stability and repetitiveness; however, with constant changing external factors such as economic welfare and global sustainability, many organizations have to divert from this path and become one who encourages flexibility and change. Having a diverse culture in an organization is difficult especially when differences in making decisions and completing task vary from person to person. According to a global research program intended to describe the dimensions and framework of cultural differences, it describes sets of values different individuals appreciate varying from one region of the world to another. One behavioral factor is individualism within oneself, this is defined as a psychological state in which people see themselves first as individuals and believe their own interest and values are primary. This kind of individual does not promote collaborative thinking or relationship building at the workplace, while it still may be present, the percentage is low. Nations that hold high individualistic organizations are those that promote individual achievement; everyone has the ability to strive towards something for themselves. Countries such as The Unites States, Great Britain, and Canada represent a majority of individualism in organizations. The opposite is collectivism; this kind of organizational behavior describes a collective and team effort workplace, where everyone is responsible for a groups success. Organizations that are considered collective form group work sessions and team goals that encourage everyone to help each other out. In the case of failure, the loss is distributed among everyone; nobody is left to themselves. Nations that revolve around a collective environment include Greece, Japan, and Mexico. Another dimension in global culture is the level of masculinity and femininity within the organization. This type of influence does not necessarily have to do with gender or percentage of upper level management of different gender. Having a high level of masculinity generally describes the behavioral tendencies of being assertive and competitive. The exact definition of masculinity is a culture that emphasizes on assertiveness and a competitive drive form money and material objects (2010, p. 392). What this states is that organizations that have a masculine tendency are those that strive to be the best; the organization must compete against others and win. Having a drive for money and material objects describes the need to accomplish a goal or purpose to receive valuable results. Studies indicate that nations that display such masculinity in business and organizations are Japan and Italy. On the other side of the spectrum, femininity is described as a culture that emphasizes developing and nurturing personal relationships and a high quality of life (2010, p. 392). This kind of influence in organizations tends to focus majorly on the best interest of others, rather than being competitive. These organizations have more concern on providing quality to the market, offering emotional along with physical well being. Nations that are considered to preserve feministic views are Sweden and Denmark. Organizational diversity is mainly considered as a type of culture that must be embraced in order to utilize the most of human resource which provide new insights to developing and promoting a consumer product that may be demanded. Embracing diversity is advantageous to organizations by opening new doors to marketing strategies that retain longer relationships with consumers. Having different view on product development allows for flexibility and the sharing of ideas. It also has a tendency to retain talent within the organization; this is true since many individuals view diversity in a workplace as a plus and comfort zone where they can express themselves. Members who feel comfortable in their workplace working alongside others who may have similar thoughts or cultural preferences will most likely stay longer. Absenteeism on site would decrease tremendously and the amount of resignation would also decrease with long-term members due to diversity encouragement. This is cost beneficial since high turnover of employees imposes costs to the organization, and having long term members increase job satisfaction which results in better quality and overall gains. The support of diversity also allows for members to interact with one another to form innovative methods of working forming cost saving and even better output products. However, with the positive outcomes of embracing diversity there are several negative downsides if not assessed or managed correctly. Having a very diverse culture may pose a chance or competitiveness or unwillingness to work from employees. Some may view the presence of another person from a completely different background as offensive or threat. It is important to acknowledge what members do and how to assess everybody’s differences and values. Communication can sometimes be blocked due to lack of communication skills, and differences of perception. The sender of a message may want to say something, but due to differences in culture, the receiver may decode the entire message incorrectly. It is important for leader to train employees on how to communicate messages and understand the appropriate language and expressions that can be used in the professional organizational environment. While achieving organizational diversity, leaders are constantly challenged with obstacles that make it difficult for them to organize a group of people with different backgrounds. It may not be impossible but may sometimes pose risks of having conflict within the workplace. One of these obstacles are individuals who are prejudice against others; prejudice is the tendency to form an adverse opinion without just cause about people who are different from the mainstream in terms of their gender, race, ethnicity, or any other definable characteristics (2010, p. 398). Examples of prejudice occurrences in an organization can be the standard image or perception that management or production work is strictly a male’s job. Traditionally many women are pushed away from receiving equal rights as men in the workplace, but are now evolving into the new images of corporate management. There has been a drastic change in the amount of women in the workplace due to the external environment cha nging the way society lives. Another example of prejudice is discriminating against another person based on their ethnicity or cultural background. Many organizations are fighting against having levels of privileges and opportunities solely for a single group of people. The development of social-cultural group awareness and support associations from organizations has made available several opportunities for all types of peoples. A great example of an organization striving towards equality is Southwest Airlines personal websites created to promote and support several group of people of different race, sex, religion, and culture. This demonstrates that their corporate image stands behind their mission of providing everyone the same privileges and rights as everyone else. Having an understanding of organizational behavior and cultural makeup will enable managers to become better leaders. By analyzing the several characteristic each person within the organization holds will allow for managers to know how to confront that person’s needs and work with them to increase job satisfaction and performance. References Lussier, R. N., Achua, C. F. (2010). Leadership Behavior and Motivation. In R. N. Lussier, C. F. Achua, Leadership (pp. 70-101). Mason: South-Western Cengage Learning. Nadler, L. (1997, August 13). Leadership and Developing Diversity. Retrieved February 13, 2012, from Big Dog Little Dog s Performance Juxtaposition: http://www.nwlink.com/~donclark/leader/diverse.html

Application On Blood Donation Using Android Platform

Application On Blood Donation Using Android Platform Android powers hundreds of millions of mobile devices in more than 190 countries around the world. Its the largest installed base of any mobile platform and growing fast-every day another million users power up their Android devices for the first time and start looking for apps, games, and other digital content. Android gives you a world-class platform for creating apps and games for Android users everywhere, as well as an open marketplace for distributing to them instantly. Android is revolutionizing the global cell phone market. Its the first open source mobile application platform. Android is a Linux based operating system designed primarily for touch screen mobile devices such as smart phones and tablet computers ,which Google backed financially and later brought in 2005, in collaboration with the open handset alliance. Android is an open source market where user can develop any application and get it publicized in the market. Android market is having approximately 4, 50,000 apps but there is no application available in the android market which motivates the public regarding blood donation. There are many factors that have allowed Android to become the worlds most widely used Smartphone platform, overtaking Sembilan in the fourth quarter of 2010, and the software of choice for technology companies who require a low-cost, customizable, lightweight operating system for high tech devices without developing one from scratch. As a result, despite being primarily designed for phones and tablets, it has seen additional applications on televisions, games consoles and other electronics. Androids open nature has further encouraged a large community of developers and enthusiasts to use the open source code as a foundation for community-driven projects, which add new features for advanced users or bring Android to devices which were officially released running other operating systems. In this paper we propose algorithm which mainly aims at developing an android application which motivates the youngsters for donating blood and check whether they are eligible for donating or not. This application will serve as an effective tool for creating awareness in public. . Furthermore, we will try to demonstrate with an application that might be used by the people using android phones. Objectives By developing this application, we want to create awareness among the android users and motivate them to help the needful. This application will help the user in all the possible ways helpful in blood donation. Detailed problem Definition After a long research we found that there are no apps in the Google play store which motivates the public in donating blood and clearing there misconceptions. We found out that there is a requirement of an application which is helpful for people in many ways. As we all know that donating blood is a good deed but due to some misconceptions people hesitate in donating blood. By going through the applications already available, we found out that all the applications are lacking the feature of connecting the people who are interested in either donating the blood or they urgently require the blood. The main feature of our application is connectivity provided by us. The donors and receivers can contact to each other depending on their needs. Sometimes in urgency u may have thought of any platform from where we can get the details of hospitals, blood banks, important contact numbers and contact numbers of social organizations but we fail to get such an application or platform. We found out that there are apps on internet but they are lacking some of utilities which we had developed in our application. Solution Methodology Registering Donors The one who would be using this application is requested to register for the cause. The process of registration is simple no complex interface is used for the same, everyone is welcome for registration. Even a person can register for other person. The following fields for registration: Name Contact Number Gender Blood Group Last Date of Donation Regular Donor/not Email Address It creates a hub of donors who are available of android. People who are under age are also welcome for registration for prospective donation. The Process and fields are made simple or possible so that the user should not feel hectic while providing the details. Database The secondary utility of this application is to provide the user the details of various hospitals and blood banks. Irrespective of the application usage, if user wants the contact of hospital or blood bank he can easily get. Efforts are made to provide the nearest hospital and blood bank details with assistance of GPS technology Bulk Messaging For Camps. As we know social organizations and NGOs come in front for organizing blood donation camps at various places with this application we provide another platform for broadcasting about the event. For this cause, the NGOs can contact using email or Face book page which is also is also administrated. About checking the genuine news of the event the registered donor will be send a message automatically. Even if the user is not under donation period he can spread the news to his friends or relatives regarding the blood donation camp. Motivation and clearing the misconceptions related to blood donation Our application contains videos and photo albums which plays a very important role in motivating the public. The videos contain motivational quotes and phrases. For clearing the doubts and confusions of the users regarding blood donation, we have created a FAQ section in which all the important questions are displayed. We had also introduced ask questions by using this user can ask questions. Working User Interface of this application asks the user to choose an option by displaying an option menu. Menu includes the various tabs namely registering donors tab, direct link to some hospitals, motivational videos, and social networking links. A very special thing about this application is that it includes FAQs (Frequently asked questions) section which is fastest way to clear the doubts of the users. Addition to that, application includes another option through which user can raise his personal questions; the question will be replied by the application administrator at earliest so that the dignity of application is maintained. The interface of the application is made as simple as possible so that even a new user can get familiar to it and use it to full extent. The On-device view icon of the application looks like: When the user click the application icon then the second page opens displaying various menu options. On clicking the first option of the menu that is ABOUT. The following page opens and it contains the details regarding the application. When the user clicks the registration menu option the following page is displayed which registers the users and save all the details. When the user clicks on the option CMC Hospital it redirected to the CMCs Blood Bank Homepage. Motivation videos Option open the following page which contains some motivational videos. If the User will have any queries regarding our application and its working he can contact the developer/Administrator. Conclusion This application will help the android users to get information about blood donation. The need of blood donation and all the queries related to that. We had focused on the productivity of the application by maintaining a database of the donors containing their contact numbers and email ids so that we can make the most of it. We had designed the application in such a way that it helps the user in all possible ways when he or she needs help. If time will permit we will add more features and improve the productivity of the application. Referential Web Wikipedia http://www.wikipedia.org/ Google http://www.google.co.in/ Android.com http://developer.android.com/guide/components/index.html

Public Relations Campaign Planning

Public Relations Campaign Planning Research and Situational Analysis The term ‘brain drain’ refers to the outflow of entrepreneurial skills and talent hindering productivity and, possibly, prospects for economic growth (Tyson, 2011). The Malaysian brain drain dilemma is attributed to political, economic, social and cultural causes (Tyson, 2011). The current world average of brain drain stands at about 5 per cent, whereas Malaysia’s was at 10 per cent in the year 2000. (Foo, 2011). Out of a population of 27 million, there are an estimated 1.5 million Malaysians living abroad. The last decade brought much scrutiny and substantial media analysis on the topic of brain drain in Malaysia. Emphasis was put on numbers of skilled Malaysian-born people emigrating and its lasting effects on the Malaysian economy (Foo, 2011). In a study conducted by Foo, by examining destination country characteristics, it has been found that some of the key determinants of the brain drain dilemma include religious diversity, high Gross Domestic Product (GDP) per capita, proximity to home country, and English language usage. The main causes of brain drain, however, are deeply rooted and entrenched in the Malaysian society. In recent years a large of Malaysian emigrants proved to young non-Bumiputeras, In a survey conducted by the World Bank, the chief reason Malaysians aboard cite as their reason for leaving the country is social injustice. The respondents cited unequal opportunities in attaining scholarships and places in higher learning institutions (Azlan, Jeram, Sivapragasam, Tyson, 2011). Another large number cited the lack of career prospects and unattractive salaries in Malaysia as a deterrent in the decision of coming back to Malaysia. All these matters, of course attribute to the various government policies that encourage race-based incentives rather than merit-based ones. The policies in question are the economic models that uphold the ‘special’ Bumiputera rights and the revisionist Ketuanan Melayu policies (Azlan, Jeram, Sivapragasam, Tyson, 2011). The barriers are the main causes identified in instigating the talent exodus or brain drain in Malaysia. The government needs to acknowledge that the brain drain is at the cost most of national development, future competitiveness and productivity (Azlan, Jeram, Sivapragasam, Tyson). To help counter the brain drain dilemma, under the Prime Minister’s Department and the 10TH Malaysian Plan, Talent Corporation Malaysia Berhad (TalentCorp), was established in the year 2011 in hopes of activating and facilitating initiatives that will help to put an end to the outflow of the country’s talent. The corporation will be working closely and establishing affiliations with many Malaysian Government agencies and leading companies. TalentCorp boasts a plethora of affirmative programmes to engage and attract Malaysian talents that have settled overseas while also focusing on nurturing and developing those already within Malaysia. Network-building between these talents are also prioritized. Although still new, TalentCorp claims to have a clear vision in running their organisation, which is to build effective partnerships, and make a difference in addressing Malaysia’s talent needs to enable the country to reach its aspiration of a high-income nation (About Us: TalentCorp, 2011). TalentCorp also possesses a one-stop centre to deal with related matters pertaining to immigration and government documentation. To analyse TalentCorp deeper, SWOT analysis can be utilized to identify the corporation’s strengths, weaknesses, opportunities and threats. One main strength that TalentCorp has is it is run by a group of relatively young professionals, all around 25 to 40 years of age, all led by Johan Mahmood Merican. This means that the management itself could relate and acknowledge the stakeholders because of the similar age and similar experiences they may have gone through, and vice-versa. The new brains will bring a much needed vigour and vitality to the scene, especially when the old existing policies were set up by policy makers and politicians who are of an older generation. The corporation’s new and affirmative action team hopes to create a distinctive competence in managing the talent in Malaysia, unlike their predecessors. The main weakness of TalentCorp would be the age of the organisation itself. Since it is a newly set up organization, it may not have prominence and influence in the society yet. As a corporation, it has limited visibility and only gained nationwide exposure for a limited amount of time during the conception of the corporation. Ever since that, there has been virtually no mention of the corporations in major media platforms, even though articles and commentaries criticizing the nature of the corporation pops up from time to time in mainly opposition online media. This results in many young Malaysians in and outside of the country to fail to acknowledge TalentCorp and become aware of what it functions as. One opportunity that TalentCorp has is that it is in collaboration with many other Government agencies. Currently, it is working together with the Ministry of Higher Education (MoHE), Inland Revenue Board (LHDN), Ministry of Finance (MoF), the Public Service Department (JPA) among others. With all these partnerships at its disposal, TalentCorp can benefit greatly from the resources, manpower, and intellectual property to come up with even better policies in the benefit of its stakeholders. The main threat that the corporation faces is the target audience themselves. The professionals who are living aboard already made that difficult decision to migrate in hopes of greener pastures elsewhere. It is important to know that most of the emigrants are of non-Bumiputera stock, mainly comprising of Malaysian Chinese. Looking back at the main causes of brain drain, while abroad, these people have become accustomed to being rewarded based on their personal performance and merit, unlike the Bumiputera-rights based policies they have been subjected to in Malaysia. While TalentCorp, with its various incentives and affirmative action plans might be able to convince them that there are opportunities abound in the homeland, the professionals will be doubtful of the existence of a meritocracy-based, level-playing field, back home. This raging doubt coupled with the many unpleasant happenings in the country they have come to know from a globally wired world may be the biggest deterrent of them returning home. TalentCorp needs to realize all these and investigate further into the issue. Action Planning Objectives In relation to public relations management campaign strategies, the main objectives of TalentCorp are to be evaluated. The objectives of this corporation are: To optimise Malaysian talent; To attract and facilitate global talent; and To build networks of top talent To analyse the objectives, the SMART objective approach should be used. The objectives should be specific, measurable, attainable, realistic, and time-bound. In the case of TalentCorp’s objectives, they merely state the obvious, without specifically stating the details of what has to be done. There is little information on how the objective is supposed to be measured and attained, with the absence of actual quantifiable figures. The lack of a specific time-frame suggests that there is no specific time-period for corporation’s activities to be carried out. The objectives instead should be presented as: to optimize Malaysian talent by 50% among Malaysians by the end of 2014, Key Messages The key messages that should be prominent during the entire course of the campaign are: Suicide can be prevented through early detection and professional intervention. Suicide is not the solution, seek professional help. Suicide is a growing problem in Malaysia. Target Public TalentCorp’s the primary target audience or the group and the current focus of their campaign are Malaysian citizens currently staying and working overseas. Although this target public is the essence of establishing the whole programme, emphasis should also be given to Malaysian students currently pursuing tertiary education, who are contemplating on staying in their host country when studying overseas in the future, as they are the future of the country. The secondary target public are the journalists and a variety of media houses to promote the agenda of TalentCorp to future primary target audience and the Malaysian public. Strategies Based on the objective of optimizing Malaysian talent, these three strategies have been put forward: Raise career awareness by of ETP career opportunities for tertiary students through physical and virtual channels and involving selected company partners and key sectors Build platforms to optimise talent-Manage assignment of scholars- Establish early involvement of industry in university life- Encourage collaboration of companies, industry bodies and learning institutions to develop structured internships Enhance school-to-work transition- Upskill to address critical skills gaps in key sectors- Advocate policy change Build HR community and advocate best practices Based on the objective of attracting and facilitating global talent, these strategies have been put forward: Outreach to Malaysians abroad- Assist key industries and companies to meet talent requirements through facilitation and outreach programmes Facilitate returning talent- Facilitate ease of entry for global talent Address policy impediments on entry of global talent Enhance expatriate facilitation- Facilitate ease of entry for global talent Pilot catalytic initiatives for policy refinement Based on the objective of building networks of top talent, these are the strategies that have been put forward: Build networks of future leaders -Develop networks for leadership pipelining Private-Public Sector and Intra-Private Sector Talent Cross Assignments Develop diaspora networking platforms- Develop networks of professional diaspora and eminent Malaysians to assess opportunities in Malaysia or contribute from abroad Engage expatriate community- Engage expatriate community to develop networks Communication Tactics The tactics can basically be separated into two categories; public campaign tactics and media campaign tactics. This is because the different target publics need different strategies to be communicated to. But there should always be a realisation that both types of tactics are very-much dependent on each other and are interlinked. For Malaysian talents already living overseas, professional outreach programmes like sector-focused networking programmes for the Malaysian diaspora are organised in major cities around the world. In these programmes, the participants can be connected to potential employers and explore available opportunities back home. Student outreach programmes can help TalentCorp engage with top Malaysian students aboard. Possible collaborators to look into are the Education Ministry, Jabatan Perkhidmtan Awam or JPA and various student associations. To facilitate returning talent, a programme called the Returning Expert Programme (REP) was introduced, with tax cut incentives, Permanent Resident (PR) status for foreign spouses, and potential positions in Malaysia’s leading companies. There is also a REP Club, which functions to provide a sense of inclusiveness within the community and network building. One public campaign tactic that will directly resonate with the suggested primary target public, Malaysian tertiary students who are contemplating to contribute to the brain drain is to have career fairs and road shows by collaboration with universities and local leading companies. The face-to-face interaction between the students and employer creates channels of raising awareness in job environments and requirements. Besides that, a regularly updated organisational website will be set up for easy information access that will also serve as an online portal for career awareness and career guidance in attaining jobs in local companies. Building a presence in social media platforms, such as creating a Facebook page or creating a Twitter account will resonate with the young, tech-savvy individuals of the target public. Another public campaign tactic is to have upskilling programmes and internship opportunities with leading companies for tertiary education students that will function as a fast track to their career in Malaysia. Competitions could be held to increase the visibility of TalentCorp in the minds of the students. Working together with JPA, TalentCorp established the Scholarship Talent Attraction Retention (STAR) programme, whereby a scholarship bond requires the scholars to work with leading companies in Malaysia. Publishing and printing collaterals such as posters and pamphlets that are distributed to institutions of higher learning will drive the message of these youth-targeted programmes and of the organisation itself to town. For the media tactics to be carried out, we have to realize that the media plays a crucial role in disseminating any information gained from the client, whereby in this case, is a corporation which is under the purview of the government, to the target audience. Ultimately, in essence, no campaign is successful without a media relations campaign. Hence, as PR practitioners it should be wise to plan out the tactics through a wide range of media. By building the campaign around a newsworthy event like the talent and student outreach programmes, the likelihood of the media houses, especially print media, carrying the stories and key messages will be very high. The measures taken to ‘place’ news stories will be very important. The media tactics that will be used in the campaign are: Press Releases The press release announcing the proposition of the event and the campaign in general, would be sent to the database of journalists, newsdesks of major media and even online news organisations. The media targeted in this tactic are print media and online media. Media Briefing Before an actual press conference is called upon the issue, there could be a small-scale media briefing to let individual or a small, select group of journalists know about the event and the intended key messages to be delivered. A smaller, more intimate session will allow issues to be clarified better and helps develop relationships with journalists as well. The media targeted in this tactic are print media and online media. Press Conference A national-level outreach programme or event ultimately calls for a press conference to be conducted. Through the press conference, larger groups of journalists and media houses could be targeted. The press conference provides the organisers a controlled environment to unveil statements and deliver their intended key messages accurately. Nevertheless, a press conference can also be an uncontrolled environment as the organisers are subjected to media enquiries and questions. A separate evaluative press conference could be held after the event as well. A media kit containing press statements, profile of the organisation, pamphlets and souvenirs will be provided to all the journalists present. The media targeted in this tactic are print media, broadcast media, and online media Television and Radio Utilising broadcast media such as television and radio, can be used to address and portray issues clearly. Interviews and talks featuring credible opinion leaders, government officials, and the organisers and management team of TalentCorp themselves will help set the campaigns agenda clearly. Radio could also add an interactive element to the programs aired by encouraging the participation of interactive callers, otherwise known as ‘Talkback-Radio’. Also, the broadcast media have a great audience penetration. Evaluation Since this is public relations campaign, the evaluative measures should focus and assess the impact of the public relations efforts. But before the summative evaluation, implementation checking and formative monitoring should be conducted to correct any discrepancies and assess the progress of the campaign (Lattimore, Baskin, Heiman, Toth, 2013). To measure the worth of public relations efforts, an impact analysis could be conducted. The audience coverage addresses whether the intended audiences were reached. One could track the media coverage of all the events and activities that have been promoted. For print publication, special electronic databases can be used to track specific key words and terms related to the event. Google News offers a similar service too. The cumulative index of readers of the posts about the campaign and the TalentCorp programmes could also be assessed. In terms of broadcast media, its audience interactivity allows one’s to gauge the number of inquiries, opinions and requests for advice. We could also take the program tune-in rate to account. At the end of each outreach programme and personal engagements with the publics, a survey could be handed out to a select few of the attendees to measure and evaluate the audience response. This could also be done electronically by including a feedback section in the corporation’s website. Besides that, we could also assess the number of hits on the organisation’s website, especially when journalists or other interested parties follow up mentions of the event in other media. For newspapers, we can monitor the number of press-releases that have been issued and comparing it with the newspaper take-up rates. Campaign exposure can also be measured by press cuttings. With or without consensus, the position  of the Malaysian government is quite clear: the brain drain is detrimental to national  development, productivity and future competitiveness. Therefore the government continues  to experiment with policy initiatives in order to reduce, or even reverse, the brain drain,  pinning a significant amount of hope on the newly created Talent Corporation led by Johan  Mahmood Merican. Most of the initiatives to date have been about economic reform and  have been driven by technocrats, leaving a void that needs to be filled with pragmatic and  robust political analysis. For instance, in a somewhat controversial editorial, Mokhtar (2010)  opined that the talent exodus can be explained by disillusionment linked to rising crime, a  tainted judiciary, human rights abuses, and an outmoded education system. While the  general assumption is that Chinese and Indian Malaysians have a greater tendency to leave  because of their pendatang (so journer, alien) status – being guests in a bumiputera (Malay)  land – increasing numbers of Malays have emigrated as well, disillusioned by corrupt  practices as well as the rigid confines of state Islam (Mokhtar 2010).

Essay --

The Gay way of life â€Å"I am Vasu, an MSM (Man having sex with men)†, said a stocky man in a grey suit at Indian Community Welfare Organization (ICWO), a Nongovernmental organization at Anna Nagar, in the south Indian city of Chennai. ICWO works for the uplift of sex workers and homosexuals. Vasu realized his sexuality in school when a male teacher had assaulted him. He was ostracized from home. Few years ago, he joined the organization and now helps other abused gay men. â€Å"Now I am a peer educator here in a team of 300 people. We find men like ourselves and educate them on having protected sex and raise awareness. Lack of awareness makes few of our brethren, who conceive homosexual attraction as an illness, consult doctors to get cured. Most of the doctors are good, but few ask questions about the whole sexual process and abuse us. A large part of the society accepts us but a sadistic few abuse us. After support groups have started burgeoning in the city, our situation is becoming better†, he said. A.J Hariharan, Secretary at ICWO, who has been working towards their uplift and welfare for over a decade, briefed on the mental trauma experienced by them. He also added that homosexual people are found among all age groups in the city. But, fearing the stigma attached , many such men in the city are out in the open but they had not approached any support groups. Some of the weaker people in the homosexual community are also subject to physical and mental abuse. Vasu is one of the many men who are open about their sexuality. However, few men in New Delhi, the capital of the nation, were not as comfortable. They were trying to conceal their identity at the Pride march that happened in November as they had not informed their fa... ... pressure on them continues to exist. Propaganda of non-traditional sexual methods among the minors is liable for prosecution. In Iran, they are liable for imprisonment – sometimes even death. The draconian legislations opposing homosexuality in these countries are supported by the ministers and law makers who find same sex behavior unacceptable as it goes against the Sharia law. The law and the majority of the population in those countries oppose homosexuality in unison. In India, however, the situation is complex. While the society is progressive and supports the rights of homosexuals, the law takes the other course. Also, the government echoed the voice of the citizens and does not welcome the criminalization of same sex behavior. But, would the Indian judiciary go on to uphold Section 377 to join the league of Iran, Russia, Uganda and other African countries?

Edgar Allan Poe - Mr. Pessimistic Essay -- Biography Biographies

Edgar Allan Poe - Mr. Pessimistic Some people always look at the bad side of things instead of the good side. This is called pessimism. Edgar Allan Poe could be recognized as the king of pessimism. He is known for his tales of the mysterious and macabre. His dark and twisted works are filled with pessimism. Poe was a person who had faced many troubling experiences throughout his life. To escape from his saddened world, Poe drank and wrote short stories and poems with a pessimistic outlook. Being a pessimist is what made Poe such a great and creative writer. He brought out his dark side in his work. It seems that all of his stories and poems are laced with pessimism. Pessimism was like Poe’s warm blanket. He had a sad life, which definitely contributed to his writing. Poe’s poem â€Å"The Raven† greatly reflects his own life and his feelings after the death of his wife Virginia. Of Poe’s entire life "The Raven" is said to be Poe’s best-known and written work. It is about a lover lamenting his dead mistress. It makes it clear that the death of a beautiful woman was for him the supremely interesting subject, and that the most appropriate tone of a poem is melancholy, and certainly there can be no subject more melancholy than the loss of beauty through death (Minor 2244). The autobiographical element in this poem can be noticed. As a young child Poe’s father abandoned them and he lost his mother. John and Fanny Allan took him home, but they did not formally adopt him (Qrisse). J...

Beowulf Vs. Grendel :: essays research papers

Grendal, a descendant of Cain, is one of the main antagonist of the poem Beowulf. He lives under an inherited curse and is denied God’s presence. Throughout the story Grendal causes enormous grief and fear to the people of Herot. After so much pain and agony the king of Herot, Hrothgar, sends for the protagonist of the poem, Beowulf. He is a Geat and the epic hero of the poem. The wide variety of distinctions between Grendal and Beowulf is what develops the climax of the composition. Beowulf kills Grendal, so he is honored by the people of Herot for his heroic act. Since Grendal and Beowulf play opposite roles in the poem, Beowulf, they let the reader know how contrasting characters can develop the plot of the story. Grendal is known as a monster and portrays one of the many villains in the poem. He is referred to as the "guardian of his sins". Grendal depicts a heathen the physical image of man estranged from God. Basically, Grendal reflects a physical monster, an ogre who is hostile to humanity. Grendal’s constant visits to Hrothgar’s mead hall for bloody feasts made him feel powerful over God’s humanity. Unfortunately, the night Beowulf lies in wait for him, he assumes that his bloody feasts will continue and Grendal gives no attention to his method of attack. Grendal is then killed. Beowulf, the heroic figure in the poem, is known throughout the land as a courageous man who performs great deeds of valor. He is a Geat, who later becomes the king of the Geats. Beowulf’s strength seems to be a gift from God. As a noble and kind man, Beowulf comes to Herot to save them from God’s foe. Before Beowulf initiates battle with Grendal he exhibits a sense of fairness in not using a weapon against the monster. This demonstrates a great difference between the two characters. Had Beowulf’s attack not been unexpected, Grendal surely would have used a weapon. Beowulf’s defeat against Grendal sets one of the first stepping stones to his long legacy of heroic deeds. Both of these characters remain static throughout the poem. Beowulf portrays the heroic figure who saves everyone, while Grendal always remains evil with bad intentions. Grendal attacks mead hall because of jealousy. Grendal envies the fellowship and happiness he observes. He dislikes living in the outer world, excluded from the company of men; thus he stalks the moors, jealous of the pleasures of mankind.

My worldview as a Christian Essay

This essay is for the purpose of formally stating my worldview as a Christian and demonstrating how I perceive reality when it pertains to certain issues. While this will not have changed much from my original worldview outline, it serves to expand on the issues and give intelligent analysis to my beliefs. As this semester draws to a close, and I re-evaluate my worldview outline, I a consistency between my beliefs and those presented in the course material. After analyzing the major questions, I have been able to find academic support for each belief that I hold. The first question we were asked was ‘Who is God, and what is he like?’ my initial answer was that God is the creator of heaven and earth, the supreme celestial being that oversees and influences everyday events. As to His characteristics, I believe that he is absolutely just while being full of grace. He is absolute power, under perfect control. He has intense emotions, but perfect reactions to them. That is who God is to me. The second question was about humans, what they were, and what happened when they died. A human is a being created in the image of God, with capabilities for reason, and an innate understanding of right and wrong. When a human dies, they go to one of two places. Those who have chosen to follow God will go to heaven. Those who don’t will go to hell. The third question was ‘what is the nature of the universe?’ When I hear that, I have to ask what they mean by nature. I have to look around and say ‘is it the actual physical world, and how it fits into a bigger picture? I would assume so, and say that by nature, what God created was good, And was later polluted by sin. The most confusing question was ‘how do I know what I know, and how do I know it’s true?’ I know what I know because of what I’ve been told, and what I’ve experienced, and how I apply it through the filter of my faith and values. And I kn ow that I know because if I didn’t know that I knew I wouldn’t be able to analyze this question about knowing. The next question was the only one that my answer changed slightly. What is right and wrong, or does it exist? Right exists, but wrong is only the absence of right, not something in and of itself. And the only way we can discover it is through the experiences, of ourselves and others, and through the filter of God’s word. Is life pointless or is there a purpose? If we believe God creates us, we must believe that there is a reason. I believe my purpose is to help people through hard times, since I have gone through enough hard times that I can empathize with them. Each person has a unique attribute that helps them glorify God in some way. What core commitments are consistent with my worldview, and how do they impact my life? I’m still not exactly sure about what is meant by core commitments, but the actions and values that I hold myself to identify key aspects of my worldview. I would say that the things I do are very consistent with my moral and spiritual beliefs. My worldview is based a lot on faith, and I try to find reason for what I believe. I do need to evaluate if the beliefs that I have actually have base in reality, scientifically and morally. I have very strong beliefs and opinions, as a result of coming from a very opinionated family. My worldview is very consistent with the perspectives expressed in the coursework. I have a fairly weighty background in biblical studies from other schools, and so have been exposed to this subject more than the average student. As a result, my worldview has been shaped by what I have learned, and there were few if any contradictions between what I believe and what was presented. My worldview passes (to my knowledge) all of the four tests of a worldview. In the test of evidence, my worldview draws from personal experience and scientific reason, and assumes (if not proves) the existence of a God who embodies the characteristics I have identified. In the test of logical consistency there is no reason to doubt what I have seen or read, and I try not to act outside of my beliefs in a way that would cause any inconsistency to be evident. In the test of existential repugnance, it is possible to live the life that I am attempting to live in the ‘outside’ world. Anyone can live a moral life and follow specific rules about how we should govern ourselves, but not on their own. And the test of human nature is consistent with my belief on the nature of humanity. Nothing about humanity suggests that we are not designed by a higher being, and everything points to inherent value that other creatures do not and can not possess. My worldview affects everything about my actions, because I will not leave that frame of reference without changing part of my worldview. I cannot act outside of my worldview, because I will always analyze things based on what I assume to be right information, and will act accordingly. My worldview has stayed consistent throughout this course, and if it has changed at all it has been a subconscious change. I have had a good upbringing and a solid background in biblical studies, so I did not hear anything that was shockingly new or revolutionary. Cosgrove, M. P. (2006). Foundations of Christian thought: faith, learning, and the Christian worldview. Grand Rapids, MI: Kregel Publications. Strobel, L. (2000). The case for faith: a journalist investigates the toughest objections to Christianity. Grand Rapids, Mich.: ZondervanPublishingHouse. Wilkens, S., & Sanford, M. L. (2009). Hidden worldviews: eight cultural stories that shape our lives. Downers Grove, Ill.: IVP Academi

Contributions to Misunderstanding Psychology Essay

Rose (1992) has acc recitationd psychological science of Engineering the Human Soul (p. 351). This is a very odd statement for a sociologist to make because science, whether hard or social, by exposition, requires conclusions to be base on use of the scientific method. Alas, the hypothesis that there is a human beings soul is ane that that the scientific method cannot address because there is no way to provide empirical read that either confirms or disconfirms it.Indeed, even the phrenologists nettle and Spurzheim (discussed below), who mapped the brain into areas arrogant all sorts of human attri exclusivelyes, found an area for spirituality (Myers, 2004), notwithstanding not for the soul. Rose is, however, in the caller of a medical internist with a Ph. D. from Yale in physical chemistry, i. e. , Collins (2007, as cited in Snyder, 2007), who has claimed there is picture that moral jurisprudence is implanted in our brains by divinity (p. 6).Nonetheless, despite psychol ogical science being ineffectual to engineer an entity for which there is no scientific show, one purpose of this paper is to show that Rose (1992), along with other critics of psychological question, has failed to recognize that the continued enchant of the studies of psyche differences beyond the wee part of the demise nose candy, mainly the festering of tests to measure intelligence, i. e. , IQ interrogatory, has not been on psychology, but on education.Indeed, later psychological look into on intelligence and cognitive get upment has been by and large ignored in education (Perlmutter & Burrell, 1999). on that point is no disagreement that IQ testing had and continues to have a negative influence on education, but this paper addresses the wane of the influences of IQ testing within psychology itself not long after the development of these tests. What is psychology? Rose (1992) defined psychology as the line of business of individual differences, found on a paradi gmatic proficiency of . . . the psychological test .. . (pp. 358-359). The goal of psychology, harmonise to Rose, is the isolation, intensification, and inscription of human difference (p. 359). This definition is not the same as the one employ in most textbooks on introductory psychology, where the discipline is defined as the science of behavior and mental processes (Myers, 2004). magical spell psychological questions have been of interest from the clock of the ancient Greek philosophers, psychology as a science did not develop until the latter part of the 19th degree Celsius (Myers, 2004).Psychologists eventually conducted research in areas that began in other disciplines and also came to be blame for the wretched excesses of still other disciplines, notably education. In the early 19th century, phrenologists niggle and Spurzheim mapped out brain areas supposedly controlling attributes from acquisitiveness to sublimity and measured spate on these attributes by feeling bu mps on their heads (Myers, 2004).Despite the bewilderment phrenology ca utilise scientists, late in the 19th century French and German neurologists, notably Brocca and Wertheimer, provided evidence of left wing-cerebral hemisphere dominance in tasks involving language (Deutsch & Springer, 1997). They used autopsy findings of those who suffered language deficits following strokes to areas in the left intellectual hemisphere (the prevailing hemisphere for more than 90% and 70% of upright field- and left-handed people respectively).These findings were followed by supercharge research on deficits in spacial abilities following strokes in the right cerebral ( commonly non-dominant) hemisphere (Deutsch & Springer, 1997). In the next century, researchers analyze the performance of those who underwent a surgical mathematical operation where the connecting fibers (the corpus colossus) between the two hemispheres were severed to control the spread of severe seizures (Deutsch & Spring er, 1999). afterward research, using equipment such as evoked potentials, was conducted using samples from the general population.The research provided evidence not that only one hemisphere was activated during performance of most tasks but evidence that one hemisphere was more activated than the other, for example, in language comprehension, the left hemisphere is more activated, but the right hemisphere also is activated in comprehending the emotional, metaphoric, and humorous content of language (Deutsch & Springer, 1997). unmarried differences also were rare, for example, listening to music results in greater activation in the right than left hemisphere, except there is the hoist pattern for trained musicians (Deutsch & Springer, 1999).However, the score of research related to the cerebral hemispheres is an example of psychologists wrong being blamed for the nonsense propagated by those in education that there were left- and right-brained people and teachers somehow were s upposed to adjust their learn for their right-brained students (Connell, 1990). In outlining the history of psychology, introductory textbooks shopping center its beginnings in Wundts establishment of a laboratory in Vienna in 1879 for the purpose of applying the scientific method to the study of human mental processes On a December day in 1879 .. . Wundt was seeking to measure . . . the fastest and simplest mental processes. olibanum began what many consider psychologys first experiment (Myers, 2004, p. 4). However, those in other disciplines, such as Rose (1992), be to believe not only that psychology began and ended with the early do work of those studying individual differences, but also that research in psychology actually is used in education. Individual DifferencesOne key difference between the early work of neurologists on the human cerebral hemispheres set forth above and early work on individual differences is that the former research was based on beginning with b asic or shared mental processes. Put other way, the law of parsimony is that main set up are studied prior to interactions (Kirk, 1995). The early work on individual differences in intelligence began prior to research on basic cognitive processing.Galtons definition of intelligence (White, 2006) was based on an assurance drawn from Darwins evolutionary opening of the survival of the fittest, both between- and within-species (1859, as cited in Myers, 2004). Between-species, humans clearly are advantaged with higher-ranking intellect. However, if human intelligence had been defined as those characteristics that increase the probability of an individuals survival, predominant attributes would be those related to the science of economic and political power.From the beginnings of civilization, world history has been a struggle for power, with members of prevailing coercive groups inhumanely dominating members of less mighty groups (Braudel & Mayne, 2003), a concept perhaps bette r(p) expressed by John Travolta in Saturday Night Fever as everybody forever and a day has to have somebody to dump on (Wexler, 1977). Being powerful certainly does put forward ones chances of survival, but how did anyone collapse the conclusion that power was related to what we usually think of as intellect?