Sustainable supply chain management discussion Essay

Sustainable supply chain management discussion - Essay Example These parties also happen to be in different countries with different modes of communication (language barrier), time zone, as well as geographical difference (Albrecht 2010). In a situation of this nature, the traditional systems of communication have proven clumsy and highly inefficient to handle the dynamics that has faced businesses. In this regard, there are three approaches in the supply chain management that has proven worthwhile in the life of a business that is collaboration; the supply planning collaboration, Materials planning collaboration, and advanced PO collaboration (Albrecht 2010). In the collaborative relationship, several issues of interest to the companies have been expressed in the pursuit of the collaborative aspect with the various partners concerned. Improvement of the supply chain management can be improved by liaising with the supplier prior to purchase. It has been proven that this kind of collaboration with the suppliers is a recipe for taking the supply c hain of a business to a higher level- it makes response be swift while at the same time significantly reducing the lead times (Ayers 2006). In the collaborative chain management, companies have also devised several method of creating binding linkages with the suppliers by directly assisting the suppliers with technical knowhow and awards so that they can use those practice that can improve their level of production. In this sense, the companies have also entered into long-time agreement with the suppliers so that they cushion themselves from the shock of demand and supplies are presented in nature of business. In this case, we find multinational companies like McDonald collaborating with farmers in countries where they do business for the sole purpose of ensuring that the supply chain is efficient and stable (Ayers 2006). The collaborative approach in the supply chain management comes with a number of benefits both to the company and to the suppliers. It is a common knowledge that i n an economy where there is a tight competition, means of securing unrivalled account is impossible. The result of this situation is that the suppliers are programmed to specific customers and this is also pegged on the value that their target customers give visa vis their competitors. In this case, it should be noted that price alone in the end is not the only competitive criteria and in a collaborative case, there are more things that comes into play than just the price alone (Bevilacqua, Maurizio, and Ciarapica 2012). A case in point is; you engage in a business with a customer who will drop you after a season for another because of the price factor, you are likely to face many dynamics to regain stability of the customers base. This informs on the benefits one can accrue by entering into collaboration, it ensures that the supply chain management becomes predictable. With little regard to the price alone, value and delivery consistency is also achieved in the latter (McClellan 20 07). In addition, it should be noted that collaboration in the supply chain management has a positive effect on the reduction of cost both to the supplier and to the customer. It will be acknowledged that in the initial year assuming that the a company wants to enter into agreement with a supplier, there are many legalities and procedure that has to be followed and met, all these are added cost to the business and to the suppliers. During the beginning of the relationship, much inefficiency comes with first time engagement

Apollo 13 Essay Example for Free

Apollo 13 Essay For those not old enough to have lived through it, a story of shooting for a landing on the moon, suffering an explosion on the spacecraft on the way to the moon, not landing on the moon, and then narrowly making it home to Earth is the story of Apollo 13. When facing issues, conflicts, and the attainment of goals, having the resources of a fully functional manager and team are irreplaceable. A manager that has clear goals and strategies in place is more likely to succeed even when faced with the greatest types of adversity. Every employee of NASA should know about the tragic event of Apollo 13. The background of the team began with the completion between the U. S. and Russia and their space exploration programs. What started out as a routine trip to the moon and back soon became one of the biggest crises NASA had ever experienced. From understanding the plight of the spacecraft, to knowing what needed to be done, to creating a CO2 converter out of materials only available on the spacecraft, the flight is a clear lesson on how to manage a team in a crisis. In many projects, it always comes back to a stressful situation, where quick decisions must be made which have a major impact on the achievement of the task at hand. Many managers often ask for advice on how to handle such situations in order to be a good leader and achieve maximum results. In order to be an effective manager and to be able to influence other and exercise high degrees of control, some rules should be followed. I will give a few examples of how Gene Kranz managed to promote teamwork and to achieve the best possible solutions despite unprecedented problems, lack or resources and time pressure. One must remain optimistic and believe in themselves and the team to achieve a set goal. Without personal convictions managers will not be able to motivate the team to developed new solutions, continue to working and foster collaboration. Gene demonstrated principled management and a leadership in demanding the best from his team while respecting their efforts no matter the outcome. One great thing about Gene’s management was that is set a standard of excellence. With statements like â€Å"I don’t care about what anything was meant to do, I care about what it can do. This set in motion self-management by various supporting teams. This shows us important lessons that we can apply to other environments. Make sure to clearly identify roles and responsibilities of each and every team member. Communication is also a key in managing a team effectively. In the movie one of the team members unplugs his TV and takes his phone off the hook which cost everyone value time and inpu t in solving this crisis. Managers should make sure they can get in touch with employees. Create a policy if you must. An over authoritarian style of management with a top down principal is sometimes inappropriate. Managers often give instructions, tasks and fiat without asking the employee for their opinion. In contrast managers with a cooperative democratic style of management involve employees in decision making. Decisions are taken after detailed discussion in working groups. Information should be forwarded to a great extent through all communication channels. Gene Kranz was drawing at the board and listened to his team and their suggestions. And they all discussed the suggestions together. Without this democratic management style of Gene Kranz, the team would not have been as successful. Another issue is to work the problem correctly. Defining the problem is the hardest part of problem solving. As a manager it is important to define and communicate the problems which must be solved. Otherwise, no team will be able to find suitable solutions. Gene Kranz identified all the problems and formed special teams to address them. He made it clear to the teams which objects could be used. Only the objects that were available to the astronauts could be used. He wasted no time in complaining about what objects were not available or missing to solve the problem. He was action oriented and emphasized problem solving. It is also important to be a visible manager or leader. A good manager shoulders responsibility and conveys to all team members that they will work through the problem. Another trait of an effective manager is respect for others. Too often in today’s corporate environment, we don’t respect the judgment of those actually doing the work. Moreover, a crisis is not a time for accusations. The primary objective should be to handle the situation together and make the best of it. Gene Kranz did not ask at any time after the explosion, how such an explosion could have happened. Neither the astronauts nor Mission Control would have benefitted from the discussion of guilt, creative problem solving was much more important. In spite of all the negative talk, Gene told them failure was not an option, and they did not fail. Building trust must be combined with effective communication. Its benefit was evident in the film through the obstacles the team overcame. As a team grows together through strong management, their level of trust to achieve a collective goal, individuality becomes less important and the team’s objective is placed in the forefront. Action orientation becomes second nature, and feedback is open and honest. Combined, these improve the overall success and functionality of the manager, employee relationship. Finally, nobody wants to experience crisis such as the one in Apollo 13, however there will always be unpredictable problems and managers will have to challenge the situations. An effective manager should place themselves in Gene Kranz’s place for internalizing his way of leading a team. In addition, difficult situations that happen in the past should be analyzed for developing suggestions for managers to learn how to act in prospective situations. Every crisis is unique and demands an individual solution but for learning how to find the best solution, act right as a manager and motivate your team. Being successful and solving problems in a creative way is just but one aspect of being an effective manager and leader for your team.

History Of Whaling :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  When seventeenth-century settlers brought their knowledge of the ancient European whaling industry to the shores of New England, they were not the first to hunt the great beasts. Native Americans who lived along the coasts of the continent used carcasses of dead whales that washed up on shore for food, oil, and they used the bone for making canoes to pursue whales that swam into shallow coastal waters. As the Mayflower sailed into Plymouth harbor in 1620, many whales swam near the ship, one factor that kept the settlers on the harsh coast. Experienced fishermen in the ship's crew recognized the potential of a whaling industry.   Ã‚  Ã‚  Ã‚  Ã‚  The first organized whaling in the American colonies began on Long Island (New York) in 1640, and there were whale-fisheries active in New England and New Jersey by the end of the century. Using traditional techniques brought from Europe, the colonial whalers, launched small boats from beaches, captured and towed whales to shore, cut up their blubber and bone, and then extracted the oil by boiling the blubber in large cast iron kettles called trypots.   Ã‚  Ã‚  Ã‚  Ã‚  As the number of whales near shore inevitably declined, the colonists, chased whales in single masted-ships, and towed whaleboats for the hunt. They stored whale blubber in casks, which they brought home to be boiled into oil. Soon, many hunted whales by day; slept on shore at night.   Ã‚  Ã‚  Ã‚  Ã‚  As the market for whale products increased, whale men undertook longer journeys. During the first years of deep sea whaling, it was the custom to cruise eastward in spring as far as the Azores. Then south along the Guinea coast of Africa, east to the coast of Brazil and then returned to home to take on supplies. They then headed north to the Davis Straits, between Greenland and North America, for the summer. As whales became more scarce on these hunting grounds American whalers began to fan out into the major oceans of the world, by building vessels that were large enough to, make voyages lasting several years. These ships were able to carry four or five whaleboats and were able to extract oil by boiling blubber on deck.   Ã‚  Ã‚  Ã‚  Ã‚  In 1774, at least 350 vessels sailed from ports in Connecticut, Massachusetts, Rhode Island, and New York. Shore whaling, carried out on ocean shores, but was not possible from New Bedford's deep harbor. Residents engaged in deep sea whaling at least as early as 1746.

Power and Authority that affects English Language Essay

All languages change over time, and vary from place to place. In my opinion, English language is the most influenced by the change. I must say lots of factors affect language. It may be because of political or social pressures, such us invasions, imigration and colonisation. It may also change because of latest inventions, such as transport, domestic appliances and industrial equipment, or new sports and entertainment, because they also need new vocabluary. But, language can change by less obvious things. Language changes whenever speakers come into a communication with each other. Every person speaks differently from others, everybody has there own ‘idiolect’. There are no people who speak identically: people from different geographical places clearly speak differently, but even within the same small community there are variations according to a speaker’s age, gender, ethnicity and social and educational background. English language was changing from the days of Roman empire. Then anglo-saxon invasions also affected it bringing every day life words like: woman, house, loaf, then Christian missionary came in, bringing latin language and using some of its words. After that, Vikings came along bringing thousands of new words. Inavasion of William the Conqueror in 1066 brought many new words to English language from French. The 100 year war against France that happened after, also changed English language a lot. As we all know William Shakspeare about 2000 words and phrases. Shakespeare showed the world that English language was a rich and beautiful language, with limitless expressions and emotional power. It was a huge affect on English language was when in 1611 King James made a new translation of Bible so everybody will read and understand it. In 1660’s there were a lot of scientists in England and it brought a whole new words to the language. The English people started to explore the world and travel, where they found new words. Then british went to America and invented new words for new animals and things they found there. Then the new technologies took place. New inventions like radio, television, fridge needed new vocabluary. Speaking of a technology, their role in our lives is astonishing. Its effect on the way we communicate has changed the English language forever. The way we speak today is really different from the way we spoke before the internet became so widely used. Phone calls, to my mind, changed little: we still use the same methods to  greet and say good bye, for example. What is deffinitely different, however, is the way we write today. That is the area where technology has had a HUGE impact. It brought with it a whole new etiquette, as well as new conventions and new abbreviations, such as IMO (in my opinion) and FYI (for your information). And it introduced the idea that WORDS IN UPPER CASE MEAN WE ARE SHOUTING, while lower case writing is the accepted form. Mobile phones has had a much bigger impact. The way we write our text messages is now so widely accepted that it has become a mainstream: OMG (oh my God), idk (I don’t know), Ikr (I know right), and etc. And then we have the sudden rise of blogging. There are now millions of blogs worldwide. Add to that the even-more-baffling growth of the key social networking websites – Instagram, Twitter, Tumblr, Facebook. So, to sum up: email + texting + blogging + social networking sites = people writing more how they speak and less like they used to write. Writing correctly still happens when it is either for your Boss, parent or a teacher. After people started using Television almost everywhere, language started changing depending on what TV shows are you watching or what channels are you watching. It might be a BBC News or Royal Family News where they all speak RP(recieved pronuanciation) to be more clear to people or it might be for example a cooking programme when people start using cookers terminology. Inventions like radio and iPod also made music more available to everybody. So the type of music you listen will affect on how your language will change. Popular singers are icons mostly for younger generation, so they have the authority to change language. New technologies made it more easier to communicate with outside world: trains, plains, ships made it much easier to travel and communicate with a wide range of different people, which obviously has a different idiolects and diolects. Also our language changes depending on to whom, where and why we speak. Through our interactions with these different speakers, we encounter new words, expressions and pronunciations and integrate them into our own speech. For example when you speak to your parents, your speach is more  formal and correct. But it is much different when you speak to your friends or peers. Your speach and words are more informal and pronouncation of words is different. The type of school we’ve studied in, also affects our language. In private shools, because children are from higher social classes and their background is more wealthy, they speak more posh and ‘correct’. When people from public schools speak more ‘chavy’ and use more slang. Also your ethnicity and the area you live or lived in: urban or city area, has really big affect on our dialect. Ethnicity affects because your dialect changes depending on who your ancestors were and what is your actual language. For example if you are french you have a specific accent and dialect. Also if you live in a city the way you speak is different than if you were from an urban area. Because in city there are much more people more influences, tourists bring different words and traditions, fast pace of life, they have own technical or city jargon, when in rural areas they a kind of country language, things take long time to change. This affects language change. The job or your interests change dialect, the words you use and how you say them. Because different jobs use different terminology and some people may use them in their everyday lifes and create a kind of new slang. Scoial class plays a big role aswell. The higher the person is on the social ladder, the more educated that person is likely to be. With a better education, a person will likely speak more properly. His or her sentences will be well formulated and slang will be at a minimum. The lower person is on a social ladder, the less educated a person is likely to be. And with less education, a person will likely speak with a looser form of a language. But it doesn’t happen always, people can be different. All of this things change our language. Language always changes and Every successive generation makes its own small contribution to language change and when sufficient time has elapsed the impact of these changes becomes more obvious. But will the same things change our language in future, and how fast it will change. Will language be completely different from the one we speak today, or will it change a little. We don’t know what people in future will think how is correct to say and write. Language is the most unpredictable and rapidly changing thing and the way it changes depends on us.

Global Perspective on Health Policy Essay

Introduction A macro perspective on health policy issues can be helpful to identify how problems become policy issues and how these issues result in the creation of health care policy. The neglected epidemic of Chronic Disease also known as non- communicable diseases are a controversial issue that needs to be addressed in the world. In this paper, the writer will provide an explanation of how this issue has resulted from a policy’s creation. Identify the steps in the state and federal policy development process. Furthermore, differentiate between policy development and implementation. Also, explain how stakeholders become involved in the process and why their voices often become a driver for change in health policy. What is Chronic Disease? Non-communicable diseases (NCDs), also known as chronic diseases are not transferred from person to person. They are slowly progressed over time. The four main kinds of non-communicable diseases are cardiovascular diseases such as strokes or heart attacks, any type cancer, chronic respiratory diseases like chronic obstructed pulmonary disease and diabetes. Other Chronic Diseases that affect many Americans are, Obesity and Overweight, Asthma, Epilepsy, Food Allergies, Glaucoma, Alzheimer’s, and Heart Disease (Non-communicable diseases. 2014). A Chronic Disease is a long-term illness that can be controlled, but not healed. The worldwide population is affected by chronic diseases. In the United States, chronic disease is the leading cause of disability and death that accounts for 70% of all deaths. Out of these premature deaths, 90% effect low- income and middle-class population. The World Health Organization shows that chronic illnesses are also the main reason for untimely deaths everywhere, even in places where communicable ailments are widespread (What is Chronic Disease?. 2011). According to the article, chronic disease is the most preventable and can be successfully controlled, and they are also very costly health issues and the most common. With the proper care and treatment, these long-term diseases can be controlled (What is Chronic Disease?. 2011). The Epidemic of Chronic Disease In today’s society, Chronic Disease is responsible for an enormous percentage of diseases in people. Non-communicable diseases affect all regions of the  world and age groups. People before the age of 60 attribute to 9 million of the deaths associated with chronic disease. Even though Chronic Disease are a huge problem in low-income areas, these diseases and risk are not exclusive to more wealthy Americans (Horton, R. 2005). The most vulnerable to the risk factors that contribute to chronic diseases are adults, elderly and children. Studies prove that it comes from unhealthy diets, exposure and use of tobacco products, not regularly exercising and harmfully using alcohol. Non-communicable disease are driven by aging and the globalization of unhealthiness in our lives (Non-communicable diseases. 2014). The globalization of unhealthiness like eating unhealthy can result in high blood pressure, overweight and obesity, high blood glucose levels, and higher blood lipids. Many of these risk factors can be lead to cardiovascular disease, which is a common NCD (Non-communicable diseases. 2014). The Center for Managing Chronic Disease (CMCD) aims help in the effectiveness with management and prevention in chronic disease. The main goal of CMCD is to help people at risk, or that are most vulnerable. Conducting advanced research and publicizing the results to aid in policy change and practices (What is Chronic Disease? 2011). On September 2011, a meeting with the UN High Level on Non-Communicable Diseases was an exceptional chance to produce a sustained global drive contrary to preventable disease and disability, premature death for chronic diseases, like stroke, cancer, heart disease and respiratory disease and diabetes. This is an increasing global threat in NCDs that is a barrier to developmental goals. These development goals include health equity, poverty reduction, human security and economic stability (The Lancet. 2011). Policy Making Process. In healthcare, Chronic Disease epidemics cause many threats to the world. In response to the crisis, The Lancet NCD Action Group and the NCD Alliance has proposed five priority actions. Which are: â€Å"Leadership, prevention, treatment, international cooperation, and monitoring and accountability—and the delivery of five priority interventions—tobacco control, salt reduction, improved diets and physical activity, reduction in hazardous alcohol intake, and essential drugs and technologies (The Lancet. 2011).† The import involvements were chosen for their health paraphernalia, cost-value, small costs of implementation, and political and financial achievability. Tobacco control  is the most urgent and immediate priority. They have propose a goal for 2040 that in essence the world would be free from tobacco where fewer than 5% of people engaged in tobacco use (The Lancet. 2011). Policy problems are identified by many factors that include methods that include getting issues on the political agendas and removing them. The first step in the Policymaking Process is agenda setting. Agenda setting is all about decision-making in the first phase of the policymaking process. To be considered on the agenda, difficulties must arise to policymakers’ attention. Healthcare problems are highly visible, because the affect the nation, whereas major problems no relating to health are considered invisible to make the agenda (The Lancet. 2011). The Policymaking process discusses the precise decisions and procedures that are required for a policy to be considered, proposed and implemented. This process is an interactive progression with various points of access that provides opportunities to impact the many decisions (Politics and the Policymaking Process. n.d.).Policymaking process is an interactive process with several points of entree that provides chances to influence the decision-making processes involved in each of the stages. Furthermore, there are three phases of policymaking: the implementation phase, the formulation phase, and formulation phase (Politics and the Policymaking Process. n.d.). Policy development and implementation. During Policy Development, policies may be developed and applied at several stages and may vary from formal reg ulations and legislation to the informal procedures by which governments function (Policy Development. n.d.). An example of policy development would be in government policy that is related to youth, children and health developed at national and federal; territorial and provincial; community, local and district; or international levels by elected executives transversely with a quantity sectors that includes education, health, social services, finance, recreation and labor. Additionally, policy development time frame is determined by various factors that include government agendas and media attention. (Policy Development. n.d.). On the contrary, Policy implementation involves putting implemented policies into play. Success from implementation is depends on three essential elements. First element is the state or president and government officials locally, must pass down polices to the proper agency with the government bureaucracy (Policy Implementation  Ã¢â‚¬â€œ Boundless Open Textbook. n.d.). The second element that is essential to policy implementation is strong interpretation. Meaning that legislative intent need be deciphered into functioning guidelines and agendas. The concluding element necessary in operative policy implementation is also challenging to achieve. Dedication of assets to implement policy beneath the primarily element must be combined with organization of the policy with enduring processes (Policy Implementation – Boundless Open Textbook. n.d.). Stakeholders in Healthcare. A Stakeholder involvement in planning, management policymaking has be brought on by new general development models. These models seek a different role for each state based on consensus, pluralistic structures and political legitimacy. Stakeholder contribution can be categorized into three forms: cooperative, instructive and consultative (Involving Stakeholders in Aquaculture Policy-making, Planning and Management. n.d.). In Cooperative involvement primary stakeholder act as companions with government in the decision processing. Consultative involvement is where government makes the primary decisions and stakeholders still have influence in the outcome and processes. Last, in Instructive involvement the government makes the choices but apparatuses occur during information interchange (Involving Stakeholders in Aquaculture Policy-making, Planning and Management. n.d.). Conclusion. The macro perspective on health policy issues can be helpful to identify how problems become policy issues and how these issues result in the creation of health care policy. Chronic diseases impact the healthcare industry in many ways. This controversial issue impacts all age groups. The Center for Managing Chronic Disease (CMCD) helps with management and prevention in chronic disease. This paper, provided an explanation of how the epidemic of Chronic Disease has resulted from a policy’s creation. Moreover, identified the steps in the policy development process. Furthermore, differentiated between policy development and implementation. Also, explained how stakeholders become involved in the process and why their voices often become a driver for change in health policy. References What is Chronic Disease?. (2011). The Center for Managing Chronic Disease. Retrieved October 13, 2014, from  http://cmcd.sph.umich.edu/what-is-chronic-disease.html Horton, R. (2005). The Lancet. The neglected epidemic of chronic disease : The Lancet. Retrieved October 13, 2014, from http://www.thelancet.com/journals/lancet/article/PIIS0140-6736%2805%2967454-5/fulltext#bib4 Non-communicable diseases. (2014). WHO. Retrieved October 13, 2014, from http://www.who.int/mediacentre/factsheets/fs355/en/ The Lancet. (2011). Priority actions for the non-communicable disease crisis: The Lancet. Retrieved October 14, 2014, from http://www.thelancet.com/journals/lancet/article/PIIS0140-6736%2811%2960393-0/abstract Policy Development. (n.d.). A Brief Guide to Understanding Policy Development. Retrieved October 10, 2014, from http://www.ruralnovascotia.ca/documents/policy/understanding%20policy.pd Politics and the Policymaking Process. (n.d.). The Policymaking Process. Retrieved October 12, 2014, from http://www.pearsonhighered.com/assets/hip/us/hip_us_pearsonhighered/samplechapter/0205011616.pdf Policy Implementation – Boundless Open Textbook. (n.d.). Boundless. Retrieved October 15, 2014, from https://www.boundless.com/political-science/textbooks/boundless-political-science-textbook/domestic-policy-15/policy-making-process-95/policy-implementation-516-6175/ Involving Stakeholders in Aquaculture Policy-making, Planning and Management. (n.d.). Involving Stakeholders in Aquaculture Policy-making, Planning and Management. Retrieved October 15, 2014, from http://www.fao.org/docrep/003/AB412E/ab412e32.htm

A way a stereotype can affect a first impression b Essays

A way a stereotype can affect a first impression b Essays A way a stereotype can affect a first impression by making people expect something from a certain person. For example an asian person would be really smart according to the asian stereotype. So as a first impression a person might think that that person is super smart. They might think they're going to have a strong asian accent. Although that is not true in all cases, becauses some asians may not be as smart as the stereotype leads to believe. They also might not have such a heavy accent. This is why first impressions can be changed because stereotypes will almost always affect someone's first impression. Some might argue that basing a first impression off stereotypes is okay because all stereotypes are based on some truth. Although, some truth isn't the whole truth. You could meet a Hispanic, for example, and the first thing you think is that they came to the US illegally. When in reality that person could've been born in the US. While stereotypes are based off of some truth, it's from the past and not necessarily true now. Other people might argue that after a first impression goes badly there isn't a chance that you'll ever be able to see past that when around that person. Although, if you take the time get to know the person rather than avoid them they might find that they actually enjoy the persons company a lot. Some people may also argue that after a bad first impression why would you want to try to get know someone you don't like? It's a fair point, but what if that person is a good friend of your friends. What would be the point in not getting to know them if you're gonna s ee them often anyways.

7 Movie-Title Mistakes

7 Movie-Title Mistakes 7 Movie-Title Mistakes 7 Movie-Title Mistakes By Mark Nichol One does not rely on the entertainment industry to model proper grammar and punctuation, but is it too much to expect that movie titles make grammatical sense? Evidently, it is; filmmakers and film studio marketing staff have more important things to do than ensure that titles correctly use hyphens and apostrophes, appropriately employ punctuation marks, and form verbs properly, as these movie posters demonstrate. An early poster for The 40-Year-Old Virgin omitted the first hyphen, resulting in a title that didn’t make sense. If it were plural, it could refer to twoscore twelve-month-old babies, but that’s rather complicated. Fortunately, later versions were corrected, and moviegoers were left with a comforting correlation between a photograph of Steve Carell’s dorky-looking title character and a that-figures movie title. The title of the horror-comedy Eight Legged Freaks appears to refer to an octet of people who may be otherwise abnormal but are equipped with legs. However, as an epithet for unusually large and aggressive spiders (apparently based on an ad lib from the star of the film, which originally bore the title Arac Attack), it should read Eight-Legged Freaks; the words eight and legged must outside of Hollywood, that is be hyphenated to signal that they combine as a single term modifying freaks. Shrink, shrank, shrunk. Shrink, shrank, shrunk. I always have to look that kind of stuff up a strategy the makers of this film could have easily employed to produce a grammatically correct title. Depending on where Rick Moranis’s character is in the child-miniaturizing process at the pertinent time, the title should be Honey, I Will Shrink the Kids, Honey, I Shrank the Kids, or Honey, I Have Shrunk the Kids. This man belongs to the ladies. He is in their possession. Ladies claim ownership of this man. He is a ladies’ man. Ladies, is this your man? A citizen who abides by the law is a law-abiding citizen; law and abiding are connected by a hyphen to show that together, they describe the particular type of citizen ostensibly featured in this film (in reality, the protagonist is a law-flouting citizen but that’s Hollywood for you). The lack of a hyphen is excusable in display type on a movie poster or in the film’s credits, but when it is omitted on promotional materials as well, the producers are not law-abiding filmmakers. When you plan to resign from a job, it’s customary to give notice two weeks in advance of your planned departure date. You give a notice of two weeks. The two weeks â€Å"belong† to the notice, so it’s â€Å"two weeks’ notice† (or â€Å"a two-week notice,† though the other form is much more common). This title is a question. The source material for the film is a novel titled Who Censored Roger Rabbit? So, why does the movie title not include a question mark? Some sources claim that filmmakers have a superstition that titles so adorned do poorly at the box office. Tell that to What’s Up, Doc?, Whatever Happened to Baby Jane?, Who’s Afraid of Virginia Woolf?, and, more recently, O Brother, Where Art Thou?, among others. This film did very well, but I think would have been just as successful with the perilous punctuation mark. Defenders will say the title is shorthand for â€Å"Find Out Who Framed Roger Rabbit,† but that requires logical contortions not even the rubber-limbed title character can manage. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Spelling category, check our popular posts, or choose a related post below:"Because Of" and "Due To" The Six Spellings of "Long E"List of Prefixes and Suffixes and their Meanings

The Heros Journey and Archetypes in Literature

The Heros Journey and Archetypes in Literature Carl Jung called archetypes the ancient patterns of personality that are the shared heritage of the human race. Archetypes are amazingly constant throughout all times and cultures in the collective unconscious, and youll find them in all of the most satisfying literature. An understanding of these forces is one of the most powerful elements in the storyteller’s toolbox. Understanding these ancient patterns can help you better understand literature and become a better writer yourself. Youll also be able to identify archetypes in your life experience and bring that wealth to your  work.   When you grasp the function of the archetype a character expresses, you will know his or her purpose in the story. Christopher Vogler, author of The Writers Journey: Mythic Structure, writes about how every good story reflects the total human story. In other words, the heros journey represents the universal human condition of being born into this world, growing, learning, struggling to become an individual, and dying. The next time you watch a movie, TV program, even a commercial, identify the following archetypes. I guarantee youll see some or all of them. The Heros Journey The word hero comes from a Greek root that means to protect and serve. The hero is connected with self-sacrifice. He or she is the person who transcends ego, but at first, the hero is all ego. The hero’s job is to incorporate all the separate parts of himself to become a true Self, which he then recognizes as part of the whole, Vogler says. The reader is usually invited to identify with the hero. You admire the heros qualities and want to be like him or her, but the hero also has flaws. Weaknesses, quirks, and vices make a hero more appealing. The hero also has one or more  inner conflicts. For example, he or she may struggle over the conflicts of love versus duty, trust versus suspicion, or  hope versus despair. In The Wizard of Oz  Dorothy is the storys hero, a girl trying to find her place in the world. The Job of the Herald Heralds issue challenges and announce the coming of significant change. Something changes the hero’s situation, and nothing is the same ever again. The herald often delivers the Call to Adventure, sometimes in the form of a letter, a phone call, an accident. Heralds provide the important psychological function of announcing the need for change, Vogler says. Miss Gulch, at the beginning of the film version of The Wizard of Oz, makes a visit to Dorothys house to complain that Toto is trouble. Toto is taken away, and the adventure begins. The Purpose of the Mentor Mentors provide heroes with motivation, inspiration, guidance, training, and gifts for the journey. Their gifts often come in the form of information or gadgets that come in handy later. Mentors seem inspired by divine wisdom; they are the voice of a god. They stand for the hero’s highest aspirations, Vogler says. The gift or help given by the mentor should be earned by learning, sacrifice, or commitment. Yoda is a classic mentor. So is Q from the James Bond series. Glinda, the Good Witch, is Dorothys mentor in The Wizard of Oz. Overcoming the Threshold Guardian At each gateway on the journey, there are powerful guardians placed to keep the unworthy from entering. If properly understood, these guardians can be overcome, bypassed, or turned into allies. These characters are not the journeys main villain  but are often lieutenants of the villain. They are the naysayers, doorkeepers, bouncers, bodyguards, and gunslingers, according to Vogler. On a deeper psychological level, threshold guardians represent our internal demons. Their function is not necessarily to stop the hero but to test if he or she is really determined to accept the challenge of change. Heroes learn to recognize resistance as a source of strength. Threshold Guardians are not to be defeated  but incorporated into the self. The message: those who are put off by outward appearances cannot enter the Special World, but those who can see past surface impressions to the inner reality are welcome, according to Vogler. The Doorman at the Emerald City, who attempts to stop Dorothy and her friends from seeing the wizard, is one threshold guardian. Another is the group of flying monkeys who attack the group. Finally, the Winkie Guards are literal threshold guardians who are enslaved by the Wicked Witch. Meeting Ourselves in Shapeshifters Shapeshifters express the energy of the animus (the male element in the female consciousness) and anima (the female element in the male consciousness). Vogler says we often recognize a resemblance of our own anima or animus in a person, project the full image onto him or her, enter a relationship with this ideal fantasy, and commence trying to force the partner to match our projection. The shapeshifter is a catalyst for change, a symbol of the psychological urge to transform. The role serves the dramatic function of bringing doubt and suspense into a story. It is a mask that may be worn by any character in the story, and is often expressed by a character whose loyalty and true nature are always in question, Vogler says. Think Scarecrow, Tin Man, Lion. Confronting the Shadow The shadow represents the energy of the dark side, the unexpressed, unrealized, or rejected aspects of something. The negative face of the shadow is the villain, antagonist, or enemy. It may also be an ally who is after the same goal but who disagrees with the hero’s tactics. Vogler says the function of the shadow is to challenge the hero and give her a worthy opponent in the struggle. Femmes  Fatale  are lovers who shift shapes to such a degree they become the shadow. The best shadows have some admirable quality that humanizes them. Most shadows do not see themselves as villains, but merely as heroes of their own myths. Internal shadows may be deeply repressed parts of the hero, according to Vogler. External shadows must be destroyed by the hero or redeemed and turned into a positive force. Shadows may also represent unexplored potentials, such as affection, creativity, or psychic ability that goes unexpressed. The Wicked Witch is the obvious shadow in the Wizard of Oz. Changes Brought About By the Trickster The trickster embodies the energies of mischief and the desire for change. He cuts big egos down to size and brings heroes and readers down to earth, Vogler says. He brings change by drawing attention to the imbalance or absurdity of a stagnant situation and often provokes laughter. Tricksters are catalyst characters who affect the lives of others but are unchanged themselves. The Wizard himself is both a shapeshifter and a trickster.

N Assignment Example | Topics and Well Written Essays - 500 words - 1

N - Assignment Example Just as it applies to other corporate firms, planning strategically is adopted by hospitals following the same pattern that initiates with formulation, proceeds with execution, then evaluation of outcomes thereafter. Based on a more formal convention, carrying out a strategic plan essentially consists of four stages: -- (1) strategic formulation; (2) strategy implementation; (3) strategy monitoring; and (4) a disciplined analysis – all of which are linked from one stage on to the next in a loop, implying that the implemented strategy does not necessarily have to occur merely once with the same founded setting. The stages in cycle depict the flexibility at implementing schematic flow of agreements such that upon reaching the final stage and the strategies are assessed to have fallen short of meeting the targeted ends or set requirements and objectives, the responsible medical administrative body goes to find alternative means by which to remedy and modify with a new set of plans to work on. On accomplishing a strategy, the medical institution may need to prepare in coping with internal changes concerning the set objectives, action plans and budgets generated, level of accountability, duties and culture, as well as timelines. The course of implementation varies with complexity especially as it becomes spontaneously affected by factors that come in barrier form as – management barrier, vision barrier, people barrier, and resource barrier. Market assessment outline eventually requires thorough analytics as observed or studied from the strategic planning executed. A research on a well-implemented strategic plan indicates tight connection between long-term strategy and measures to more tactical planning and budgetting. Because each health organization has its own set of culture, mission, and vision to live by as seen fit by its constituents, a strategic plan is designed not only to settle

Choose a PROFESSIONAL TELESCOPE here on earth, or in space around the Essay

Choose a PROFESSIONAL TELESCOPE here on earth, or in space around the Earth, with which to observe Charles Messier's Butterfly Cluster - Essay Example â€Å"Most of the bright stars in this cluster are hot, blue B type stars but the brightest member is a K type orange giant star, BM Scorpii, which contrasts sharply with its blue neighbors in photographs. BM Scorpii is classed as a semi regular variable star, its brightness varying from magnitude +5.5 to magnitude +7.0.Estimates of the Butterfly Clusters distance have varied over the years, with a mean value of around 1,600 light years, giving it a spatial dimension of some 12 light years. Modern measurements show its total visual brightness to be magnitude 4.2† (www.answers.com....) Butterfly Cluster is â€Å"an open cluster in Scorpius 4 ° northwest of M7 which contains about 80 stars roughly in the shape of a butterfly. Visible to the naked eye, it was first noted by Giovanni Hodierna before 1654. Its most conspicuous star is an orange giant K star of magnitude 6.2.† (daviddarling info†¦.) California Association for Research in Astronomy, own and operate the Keck Telescopes. It is an association of the California Institute of Technology and the University of California. I conducted my observations from the Keck Telescope in this institute. My choice was for this

Why High School Athletics are Important Research Paper

Why High School Athletics are Important - Research Paper Example Unfortunately, some high schools institutions have opted out of sports, with the reason of spending more resources on academics. It is of no doubt that academics is the primary reason for education and should be given the primary priority; but sports is important to the lives of students as well as far as their human development is concerned. There are ways athletics as sports can benefit the lives of the involved students in ways that the educators, parents and students cannot even realize. When some students engage in such sporting activities for the recognition, love for the games and other reasons, there are many other benefits accruing from these sporting activities that can turn out to be of great importance to the community at large. People become motivated in so many and different forms. Athletics serves as a very powerful tool to extrinsically motivate students. Some students underperform in classes due to lack of extrinsic motivators that the educators can apply to boost their academic morale (Stein p52). Some students perceive academics as of secondary course in school, but embraces sports. In this case, some high schools have resorted to raising grades and specific performance, for example, 60% and above to consider students as qualified to participate in sports. These students would, therefore, strive to attain the performance level set by the educators in order to have a slot in extracurricular activities. Consequently, they will perform better that they would have otherwise without athletics (Ekeler p75). Athletics has also played a greater role in ensuring that the students stay out of trouble. Athletics serve, as motivators of enabling students remain disciplined through schooling. When students misbehave, they are suspended from participating in sports; or expelled, and this motivates them to maintain their best behavior. The prospect of participating in athletics is an effective tool for deterring students from making wrong

Comparative business cultures Assignment Example | Topics and Well Written Essays - 2500 words

Comparative business cultures - Assignment Example (Mansfield & Pevehouse, 2000) A multicultural organization consists mainly of 6 key features namely pluralism, structural incorporation, complete amalgamation of unofficial networks, elimination of discrimination and prejudice, equivalent recognition of organizational objectives with all the diverse teams and nominal amount of inter-team conflicts (Cox, 1991). Learned behavior and their consequences been shared or transmitted via those members of the society. (Linton, 1954) Certain companies have created an organizational architecture and model of business behavior which seems innovative in its design and is unparalleled in business (Cole 1995). The purpose of the study is to ensure that the contribution of human behavior is towards the organizational growth which enables to achieve greater efficiency. (Scholte, 2005) Malaysian culture of business is quite different than other Asian countries like china, India, japan etc. (Beeson, 2000) Features of Multicultural Organization: In the following paragraph we are going to discuss about all the six features of a multicultural organization – Pluralism  refers to the mixed group of members in an organization and it also means taking proper measures to involve all the employees entirely that are different in terms of the central group dominating the organization.. There are a number of options for practicing acculturation within the organization, among which the most well-known being: 1. An unilateral procedure by which members of the minority culture take on the values and norms of the principal group within the workplace (this is called assimilation); 2. A course of action by which both majority and minority members of different cultural backgrounds accept some customs and rules of the other group (this is known as pluralism); 3. A state of affairs where there is modest scope of variation from each of the culturally different groups (this situation is referred to as cultural separatism). 4. Diversity trainin g—managerial endeavor to inform and instruct administration and employee about diversity’s advantages to the organization (Kreitz, 2007) The concept of acculturation on the other hand is related to the cultural (customs and attitudes) characteristic of amalgamation of the diverse teams, as contrasting to simply make themselves physically available in the same setting (Buenker & Ratner, 2005, pp.18-20). Full structural integration:  An organization generally comprises of people from various backgrounds and different locations. This involves dealing out with educational specializations and the variations in expertise and treating those evenly all through the organization. Full integration of informal networks:  integration in informal networks in a multicultural organization is fostered through supervising and mentoring programs, particular social occasions and sustaining the cultural groups for the minorities. This element focuses on the stages of enclosure of the m inority-culture employees in lunch/dinner gatherings, athletic and golf outings, and social associations conducted and repeated by organizational managers. It also takes into account the facets of counseling and several other informal developmental aspects within organizations. (Taggart & McDermott 1993) Absence of Prejudice: Any kind of prejudice or bias is

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Issues and Dilemmas of Contemporary Public Administration - Essay Example Public interest can be defined as the general wellbeing of the public. This is where the whole society, and not just selfish individuals, matter. They, therefore, warrant protection, promotion and recognition from the government. It is their job as people in higher positions of power to ensure that everyone gets treated right and just with accordance to the law (Nichols, 2010). Public administrators are, therefore, bound to these roles by certain ethical rules. As they make decisions, they have to take into account the rules that bind them to ensure they serve the people well. This paper will review some of the responsibilities and obligations that bind public administrators. Also, the dilemmas they usually face when politics is involved in the running of the business. Administrative responsibility lies with the fact that leaders are supposed to serve the people on a lower level. The problems that arise when they are in charge are often seen with the way they handle their business. Some ethical problems that they face arise mostly from morality. Many public administrators are mostly consumed by sex scandals (Kumar, 2005). These issues create a very bad image for the people that surround them, especially their family. Most people voted into office are chosen based on their family standings and values. A family man is likely to be chosen into office than a person who does not have a family. The public would like to be involved in the running of their daily business.

Comparative business cultures Assignment Example | Topics and Well Written Essays - 2500 words

Comparative business cultures - Assignment Example (Mansfield & Pevehouse, 2000) A multicultural organization consists mainly of 6 key features namely pluralism, structural incorporation, complete amalgamation of unofficial networks, elimination of discrimination and prejudice, equivalent recognition of organizational objectives with all the diverse teams and nominal amount of inter-team conflicts (Cox, 1991). Learned behavior and their consequences been shared or transmitted via those members of the society. (Linton, 1954) Certain companies have created an organizational architecture and model of business behavior which seems innovative in its design and is unparalleled in business (Cole 1995). The purpose of the study is to ensure that the contribution of human behavior is towards the organizational growth which enables to achieve greater efficiency. (Scholte, 2005) Malaysian culture of business is quite different than other Asian countries like china, India, japan etc. (Beeson, 2000) Features of Multicultural Organization: In the following paragraph we are going to discuss about all the six features of a multicultural organization – Pluralism  refers to the mixed group of members in an organization and it also means taking proper measures to involve all the employees entirely that are different in terms of the central group dominating the organization.. There are a number of options for practicing acculturation within the organization, among which the most well-known being: 1. An unilateral procedure by which members of the minority culture take on the values and norms of the principal group within the workplace (this is called assimilation); 2. A course of action by which both majority and minority members of different cultural backgrounds accept some customs and rules of the other group (this is known as pluralism); 3. A state of affairs where there is modest scope of variation from each of the culturally different groups (this situation is referred to as cultural separatism). 4. Diversity trainin g—managerial endeavor to inform and instruct administration and employee about diversity’s advantages to the organization (Kreitz, 2007) The concept of acculturation on the other hand is related to the cultural (customs and attitudes) characteristic of amalgamation of the diverse teams, as contrasting to simply make themselves physically available in the same setting (Buenker & Ratner, 2005, pp.18-20). Full structural integration:  An organization generally comprises of people from various backgrounds and different locations. This involves dealing out with educational specializations and the variations in expertise and treating those evenly all through the organization. Full integration of informal networks:  integration in informal networks in a multicultural organization is fostered through supervising and mentoring programs, particular social occasions and sustaining the cultural groups for the minorities. This element focuses on the stages of enclosure of the m inority-culture employees in lunch/dinner gatherings, athletic and golf outings, and social associations conducted and repeated by organizational managers. It also takes into account the facets of counseling and several other informal developmental aspects within organizations. (Taggart & McDermott 1993) Absence of Prejudice: Any kind of prejudice or bias is

How an organization overcame a public relations crisis Case Study

How an organization overcame a public relations crisis - Case Study Example Johnson & Johnson’s is a very successful company. Its vision focuses on being of service to the community and committing itself to serving their clients. The mission statement is no different. The company seeks to provide its clients with the best possible product and services. According to the company, this must meet safety and ethical regulation. Looking at the Tylenol crisis, the reader will understand just how timely response to company crisis is essential in winning the trust of the consumer. Before the Tylenol Crisis, the product was the most successful over the counter drug in the US. It had over a hundred million users. Through the first 3 quarters of 1982, Tylenol was bringing in about 19 percent of Johnson and Johnson’s profits. The product accounted for 13 percent of the company’s growth in sales and over 33 percent in profits growth per year. In terms of the market share, Tylenol had over 37 percent making it indomitable. The drug outsold four of its closest competitors combined. Later in 1982, for reasons not known to anyone, a presumably unknown person or persons put cyanide-laced capsules in place of Tylenol Extra-Strength capsules and then resealed the packages. The malevolent person(s) then deposited the drugs on shelves of at least six pharmacies or more and popular food stores in Chicago. Seven people died from using the capsules. The media can be damaging to the reputation of any company. In most cases, it may have some alteration, or have interest on one side. While a given piece of information can have different meanings depending on how it is covered, the media will always find the way that the piece attracts as much heat or attention as possible. Concerning Tylenol crisis, the media focused on how a trusted consumer product had brought about deaths of the American citizens. While this is true, the fact is that the company was not to blame for the unfortunate events. The media made a very bad name of the brand that

Human Resources - how individuals are managed within an organisation Essay Example for Free

Human Resources how individuals are managed within an organisation Essay Introduction People are an extremely important resource for any organisation. To be a successful business you need to employ staff with the right qualifications skills and experience. The employees of an organisation are collectively known as its human resources, in many organisations, both public and private, the human resources department is also known as the personnel department. However, the difference in name reflects a shift in emphasis from a purely recruitment and welfare role to a greater concern about how to maximise the performance of staff. Human resource management is also an integral part of many job roles. There are many duties performed by a typical human resources department. These duties include drawing up and implementing equal opportunities and health and safety policies, staff consultation, negotiation, appraisal and staff development, as well as training, recruitment and selection of staff. They are the most important resource in the production of goods ands services. Many aspects of the employer-employee relationship are covered by legislation. However, employers are recognising increasingly that good human resource management practice, which goes beyond the letter of the law, can generate benefits for both the organisation and the individual. The role of human resources Human resource management involves managing a range of roles relating to people employed by a business including: Recruitment The personnel department must advertise accordingly and try to attract the best candidates for the job, and the recruit the best applicants. If the wrong person is recruited, and then finds the job boring or too difficult, then the business will not get the most out of its human resources. Also where employees need to be flexible and autonomous and where direct control over employees is difficult, recruitment is becoming more and more important. To make sure the best person is chosen, personnel departments must be clear about: * What the job entails * What qualities the job requires * What rewards is needed to retain and motivate employees. There are many stages of recruiting, they are: 1. Analyse what the job entails and decide what sort of person is needed. 2. Decide how the vacancy is to be advertised or announced. 3. The selection process needs to be planned and conducted in such a way as to ensure that the best candidate is successful. Training involves employees being taught new skills or improving skills they have already have. Why might a business train its employees? It is argued that a well-trained work force has certain benefits for a business. * Well-trained workers should be more productive. This will help the business to achieve its overall objectives such as increasing profits. * It should help to create a more flexible work force. If a business needs to increase production, workers then have to be trained in new tasks. * New machinery or production processes can be introduced more effectively, if the staff are trained. * It should lead to increased job satisfaction to employees. Well-motivated workers are more likely to be more productive. * It should reduce accidents and injuries if employees are trained in health and safety procedures. * It may improve the image of the company. * It can improve employees chances of promotion. How does a firm know if training is required? One method might be to use the job description to find the skills and knowledge needed to do the job. If the employees skills do not match up with the ones in the job description, then there is a need for re-training. Employees can also be asked about areas where they are not quite as confident, and think may need a little work on. This should make them more committed to training. Training needs are found at different levels within a business. Training is often divided into on-the-job-training and off-the-job-training. On-the-job-training takes place when employees are trained while they are carrying out an activity, often at their place of work. Off-the-job training takes place away from the job, at a different location. It may involve the employee being released for periods of time to attend courses at colleges or other institutions. This is by far the most popular form of training. One vital key task of HRM is to keep up to date with employment legislation (UK and EU) and to remain alert to the implications of such legislation for the firm and the workers. The main aim of such legislation is to ensure that employees rights are protected. Basic rights include: * Employees must receive a written statement of terms and conditions of employment within 13 weeks of starting work. * They must be paid the same as other people who carry out identical or similar jobs. * Working conditions must be safe and healthy. * Workers cannot be dismissed unfairly. * Employers must not discriminate against any member of staff. Employees have basic rights to: * They are expected to comply with the terms of their contract. * To do jobs with care and skill, to the acceptable standard. * Observe health and safety regulations. * Not to damage the firms property. There are many other responsibilities that then form the basis of the contract of employment. The contract is formed as soon as the employer offers a person a job and they accept it. Motivation at work For many years firms have given financial rewards in an attempt to motivate employees and improve productivity. However in the last 2 or 3 decades firms have realised that: * the chance to earn more money may not be an effective motivator * financial incentive schemes are difficult to operate * individual reward schemes may no longer be effective as production has become organised into group tasks * other factors may be more important in motivating employees If other factors are more important than pay in motivating workers, it is important for firms to identify them. Only then can a business make sure its work force is motivated. Team work The Swedish car firm Volvo is a well-known example of a company that has effectively introduced teamwork. In both its plants at Kalmar and Uddevalla, it set up production in teams of 8-10 highly skilled workers. The teams decided between themselves how the work was to be distributed and how to solve problems as they arise. It is arguable whether these practices lead to an increase in productivity, but the company firmly believes this method of organisation was better than an assembly line system a similar system is used at Honda UK but with four person teams. If the firm is always changing due to the market, which is causing it to either, expand or de-layer. Then they will have to change the work force accordingly. The case study that I will be looking at is a position as a secretary for Ratcliffe College. P1- Recruitment One of the most important responsibilities of Human resource function is recruitment and selection. The costs of recruitment, training and retaining employees are high, but the costs of selecting the wrong people or losing key members of staff can be even higher. The processes of recruitment and selection must always relate the requirement for skilled staff to the business needs of the organisation. It is also essential that potential candidates be treated fairly. When vacancies arise because existing staff move to other jobs, retire or have to leave work because of illness. Some vacancies occur because the organisation expands or is restructured. Before the organisation advertises a post, it needs to decide whether there is a real need for the position to be filled. It might consider the following alternatives: * Amalgamating one job with another * Giving existing staff overtime * Recruiting temporary staff * Increasing the use of technology or machinery * Once an organisation decides that a vacancy exists, the recruitment process begins. Internal recruitment Internal recruitment strengthens employees commitment to the company, for example Kelloggs have stated the following in their recruitment policy handbook: * Offer the job to an existing employee, as a promotion or transfer * Advertise internally, if suitable candidate is likely to available internally * Advertise externally if no suitable candidate is likely to exist internally(and display notice internally to the effect that the advertisement is appearing) Except in special cases, all vacancies should be advertised internally before external recruitment methods are used. There are a number of advantages to advertising jobs inside the business. * It gives employees within the company a chance to develop their career * There may be a shorter induction period as the employee is likely to be familiar with the company * Employers will know more about internal candidates abilities. This should reduce the risk of employing the wrong person * Internal recruitment may be quicker and less expensive than recruiting from outside the business. However, there are also disadvantages. * Internal advertising limits the number of applicants * External candidates might have been better quality * Another vacancy will be created which might have to be filled * If having investigated ways of filling the vacancy internally the business still does not appoint, then it must find ways to obtain candidates externally. External recruitment There are many ways of attracting candidates from outside the company. The choice of method often depends on the type of vacancy and the type of employee a business wants. Each method has its own benefits and problem, although it could be argued that the overall advantages of external advertising are the opposite of the disadvantages of internal advertising, for example, there is a wider number of applicants. Commercial employment agencies, these are companies that specialise in recruiting and selection. They usually provide a shortlist of candidates for a company to interview, but can also provide temporary workers. For example HMS, Alfred Marks and Kelly Accountancy Personnel. The advantage of commercial agencies is that they are experienced in providing certain types of worker, such as secretaries and clerical staff. They also minimise the administration for the employer involved in recruiting staff. Their main drawback is that they tend to produce staff that only stay in a job for a short time. Another problem for the business is the cost of paying fees to the agency. Recruitment and selection P2-Personnel Specification The first step is to prepare a job description. Before writing a job description, the job itself has to be analysed. This will identify the skills needed to perform the job and will also allow management to consider the overall effectiveness of the post and whether any changes are necessary. Clear job descriptions form the basis for preparing advertisements and for drawing up person specifications. Once individuals are in the post, job descriptions allow them to know exactly what their roles are, and what is expected of them. Before writing a job description, the job itself has to be analysed. This will identify the skills needed to perform the job and will also allow management to consider the overall effectiveness of the post and whether any changes are necessary. Clear job descriptions form the basis for preparing advertisements and for drawing up person specifications. Once individuals are in a post, job description allow them to know exactly what their roles are, and what is expected of them. When preparing a job description, it is important that the business to look to: * Describe the job accurately- if you overstate or understate the requirements of the job, you will be less likely to attract suitable applicants * Avoid discriminatory descriptions wording that implies one sex is preferable to another is unfair, illegal and unnecessarily restricts the number of people you are able to choose from. Below is an example of a job description, advertised in the local paper, for my case study. Ratcliffe College Job title School secretary Department: Administration, including Bursary Location Ratcliffe College, Ratcliffe-on-the-Wreake Salary à ¯Ã‚ ¿Ã‚ ½15,000- 20,000 Requirements for the job: * Enthusiastic, sociable, hard working person. * Taking care of any paper work regarding the school, and answering calls throughout the day on any matter. * Computer skills and experience of working in an office. General information * The hours per day would from 9am-5pm, 5 days a week. * There is a team of six people who deal with the administration of the school; this includes the bursar, the head masters secretary and the four secretaries. The profile of the best person to fill a job is a vital reference document to use during the selection process. It helps eliminate unsuitable candidates, guides interviewers and allows selectors to compare candidates objectively. The following are the key areas in drawing up a person specification: * Knowledge and understanding required for the job * Skills and abilities required for the job * Experience required for the job * Educational requirements The following shows a person specification: To fill the receptionist post we are looking for people with most of the following qualifications: 1. GCSEs in Maths and English, additional qualifications such as computer skills required. 2. The applicant must have had previous experience in an office environment 3. Must be computer literate, and able to use a photocopier. 4. Must have an outgoing, friendly personality, and able to communicate efficiently with students and fellow members of staff alike. Most importantly, they must be able to answer the telephone and help with any enquiries. When preparing person specifications, there are several pitfalls to be avoided. * Asking for higher qualifications than are needed, it runs the risk of passing over less-qualified staff who are likely to become frustrated in positions that fail to extend their abilities * Asking for someone with particular or extensive experience, an individual with the right aptitudes, skills and temperament may be a quick learner * Stipulating particular age requirements, tasks that are traditionally regarded as junior can often be done as well, if not better, by older staff. Similar, jobs that have been regarded as the preserve of more mature employees may be performed by able, qualified and highly motivated young people. * Defining narrow physical requirements, these must only be specified where the requirement is genuine and essential. Remember that the specification of physical attributes can lead to direct or indirect discrimination. * Basing your specification on someone who is already doing the job, no matter how good that person might be, he or she is a unique individual and no one else will be a perfect replacement. The newcomer will bring his or her own personality, values and skills. P3-Reviewing Applications Miss Puddleduck- she seems to be able to get on with people and handle situations, as we can see this from her working as a carer in an Elderly Home. She is the eldest to apply for the job and has a good amount of previous experience, which give her the skills needed, like office and computer work. Seems to be a hard work and has good communication skills, and also she has worked with children before so is a strong candidate. From her CV I see that she has three young children, This may cause a problem, as she has a live-in child minder. Mr Langer- Mr Langer sent in an application form with exceptional exam results both from GCSE and A level. He gave some job experience which all showed experience but nothing that was relevant to the job description. His letter of application was very short with not much detail. Being as he hadnt any experience in secretarial duties then I would have thought that he would have tried to impress me through the letter of application. This didnt happen but because of his good exam results I offered him an interview hoping he would have something to offer the company. Mr Langers CV was average, he had typed it out so that it looked neat, and it was set well but the contented which he needed to impress me wasnt there. Mr Langer was a very intellectual young man by the language which he had used on his recruitment forms and his given exam results but unfortunately he didnt have the relevant experience to offer this post. Miss Hill- the weakest candidate looking from her application form, but she seems to be enthusiastic over the job, but from her CV she says she likes socialising, which may be a downfall as she may need to come in any day of the week. Miss Hill has no previous experience. From the CV her GCSE grades are not excellent, however, she has passed English and maths, and has computer skills. I am not sure how well she can communicate with people of different ages, as I have no evidence that she can. However, as she is young she may find it easier to communicate with the student, but she must be able to communicate effectively with the adults as well. She also has a young child, so she may know how to get on with the younger generation in the school Miss Hill has a young child, which could mean that she will need time off work to look after it. She states that her mum could look after the child at the weekends if necessary, however, her mum may not be available in the week if the child is unable to go to playgroup. So it may cause difficulties in the future, as she may have difficulties finding someone to look after the child or she may have to take days off. P4-Contract of employment Once a business has selected an employee, the successful candidates must be appointed. Once appointed. Employees are entitled to a Contract of Employment. This is an agreement between the employer and the employee under which each has certain obligations. It is binding to both parties in the agreement, the employer and the employee. This means that it is unlawful to break the terms and conditions in the contract without the other party agreeing. As soon as an employee starts work, and therefore demonstrates that she accepts the terms offered by the employer, the contract comes into existence. It is sometimes a written contract, although a verbal agreement or implied agreements are also contracts of employment. The employment Right Act, 1996 requires employers to give employees taken on for one month or more a written statement within two months of appointment. This written statement sets out the terms and conditions in the contract. Some common features shown in the written statement are: * The names of the employer and the name of the employee * The date on which the employment is to begin * The job title * The terms and conditions of employment * Remuneration and pay interval; * Hours of work; * Entitlement to sick leave and pay (if any) * Pensions; * Period of notice for employer and employee; * Disciplinary and Grievance procedures. Certain employment protection rights cover employees that are appointed by a business. Government legislation makes it a duty of employers to safeguard these rights. They fall into a number of areas. * Discrimination. Employees cannot be discriminated against on grounds of gender, race or disability. So, for example, a business cannot refuse to appoint a candidate for a job only because that person is female. * Pay. Employees must be paid the same rate as other employees doing the same job, a similar job or a job with equal demands. They also have the right to itemised pay statements and not to have pay deducted for unlawful reasons. Other conditions which may be included are: the need for medical examinations, working from different locations, the right to search employees, the need for confidentiality and the need to obey the specific rules of the organisation. If the employer fails to provide a written statement of the main terms and conditions of employment, an employee could exercise his or her legal right to ask an industrial tribunal to decide what ought to have been in the written statement. This is then imposed upon the employer. Employers with more than twenty employees are also obliged to ensure that every employee has a copy of the disciplinary and grievance procedures. Employers have always wanted workers to be as flexible as possible. In the past this has meant paying overtime for extra hours worked, or higher rates for shift work. Faced with competition, businesses attempted to use their existing employees more efficiently. Sometimes this could benefit the employee. An example of a situation in Adams is a single woman with a child was able to work between the hours of 9 am to 3 p.m. each day while her child is at school. Working flexible hours could mean an employee may take time off for personal reasons and still work their required number of hours a week. Training would also be given to workers so they become multi -skilled able to switch from one job to another if needed. This example of job rotation may perhaps lead to the employee being more motivated. From a firms point of view, an employee that can change jobs may prevent the need to have temporary workers to cover for illness etc. and so reduce labour costs. An example of this is the workstyle initiative at Adams, where team working has been introduced so that workers can change from one process to another and do the work of others in the team if necessary. In 1985 John Atkinson and the Institute of Manpower Studies developed the idea of the flexible firm. They suggested that businesses have a core and a periphery. As a result of increasing competition, firms have attempted to make the workforce as flexible as possible, to increase productivity, reduce costs and react more quickly to change. The business would try to motivate core workers, giving them job security, and employ periphery workers only when needed. Increasingly employers looked to make plans that allow a business to respond to changes. For example, if a large unexpected order arrives, a business will need workers that can get it out on time. Using a flexible workforce enables a business to react effectively to changes that take place outside the business. Examples of workers that are used by a business includes: * Part time employees. * Temporary employees to deal with increases in demand. * Workers on zero hours contracts who are employed by the business but only work and are paid when both the business and the employee agree. * Workers who work to annualised hours contracts, where they work a certain number of hours over a year rather than in a week. * Workers who bank time, by not working when demand is slack but being asked to work that time at a later date. * Office temporary workers to cover for illness. * Self-employed workers. * Job sharing, where two workers are employed to do a full time job that in the past have been carried out by the one person. P5-My Performance in the Interview Before the interview 1. The interviewer should check that the interview arrangements are satisfactory: * Is the seating adequate? * Is the lighting satisfactory? * Is the room quiet or private? * Has it been ensured that the interview will not be disrupted? * Has access for candidates with a physical disability been checked? 2. Check through the job description and the person specification. 3. Read the application forms again, not any special questions or queries. 4. Write down the agreed questions that every candidate will have to answer, so they can make comparisons of each interviewee, this could including: * Why did you apply for this job? * Why did you apply to this organisation? 5. At the beginning of the interview every candidate should be welcomed by name and invited to sit down. 6. Begin the interview with an open or easy question, which should help the interviewees to relax. 7. The interviewer should always stay calm and uninvolved and be ready to listen 8. Keep observing the candidates. Watch for body language signal such as: * The way they sit * Arm and hand movements * Eye movements and eye contact * Voice 9. At the end of the interview the interviewer should: * Thank the candidate * Find out if the candidate has any questions or wants to add anything; * Find out when the candidate could start work; * Ask whether the candidate still wants the job * Tell the candidate how and when they will be told the result of the interview After the Interview 1. The candidates should leave feeling that they have had a fair hearing. An interviewer can ask either open or closed questions. * Open questions cannot be answered with a simple yes or no. Answering them allows individuals to express their opinions and to talk at length. Here are some examples of open-ended questions. What did you enjoy most about a particular job? Which skills do you think would be most useful in this post? How do you plan to achieve that? * Closed questions require a simple yes or no answer. It will always be necessary to ask a few closed questions, but their use should be restricted. Closed questions do not allow the candidate to talk freely, and they can make the interview somewhat stilted, with the interviewer doing most of the talking. When I was the interviewer I asked open ended questions, which allowed me to find out more about the candidate personality as well as there attitude to work. However from my colleagues point of view I was told that I was to laid back towards the candidate and to disorganise, this was because I had not gone through the CVs and the application form. This could have meant that I missed some vital information about the candidates. Also I did not write any information down about each candidate, which meant that I could not remember what the candidates where like. Which meant that I could analyse and compare the candidates. As an interviewee I was confident going for the position, willing to answer the questions, with no problems. But in doing this I had not research the position enough, as I had a lack of information about the school. Knowing this would of help me to put across my views on how I would of achieved the job successfully, and showed that I was interested in the job. I feel that during the interviews I fulfilled most of these criteria. The seating was adequate; there were two seats for the interviewers and one doe the candidate. However, there was a desk in between, it would have been better to try and create a more relaxed atmosphere, by either not having the desk at all, or sitting to one side of the desk. I was familiar with the job description and person specification, and had already prepared certain questions for each candidate. I had prepared a sheet with the questions that I was going to ask all of the candidates, a copy of this can be found in the appendix. I welcomed all the candidates by name and shucked there hand, and tried to make them feel welcome. Throughout the interview I used a variety of open and closed questions. I should have used more open than closed questions to allow the candidate to talk more. This would be one aspect I would have to change in future interviews. I thought of some follow up questions, however, could have thought of some more. I observed the candidates several times throughout the interview, which gave me a good idea of their overall body language. At the end of the interview, I allowed the candidates to ask questions, found out when they could start work, and told them when they would hear of the result. I didnt tell them how they would hear of the result, and I forgot to ask then if they were still interested in the job. After the interview I made some brief notes on the way the candidate had reacted during the interview. All these documents remained private between myself and the other interviewer M4-Local Labour Market Employment by sector Leicestershire TEC Area % East midlands % Great Britain % Agriculture Fishing 1,500 0.4 6,900 0.4 71,000 0.3 Energy Water 5,000 1.2 17,600 1.1 214,700 1.0 Manufacturing 116,700 29.4 418,700 25.8 4,060,000 18.0 Construction 13.300 3.3 70,700 4.4 987,900 4.4 Distribution, Hotels restaurants 80,000 20.1 354,800 5.0 1,319,400 5.9 Transport communication 22,000 5.5 81,100 5.0 1,319,400 5.9 Banking, finance Insurance, etc. 58,600 14.8 230,200 14.2 4,183,700 18.6 Public administration, Education Health 85,900 21.6 378,700 23.3 5,496,600 24.4 Other services 14,000 3.5 65,700 4.0 1,068,900 4.7 Total 397,000 100.0 1,623,800 100.0 22,534,900 100.0 The labour market is split up into three different labour sectors: 1. Primary these are businesses that are involved in extracting natural resources from the environment. Examples are the first two rows of the table. 2. Secondary businesses convert the raw materials from the primary sector into a form that can be used by customers. The third and fourth rows on the table are examples of this sector. 3. Tertiary Organisations provide services. The reminding rows are businesses in the tertiary sector. * Manufacturing contributes nearly 30% to GDP and employs some 27% of the workforce, goods produced range from textiles clothing through aerospace engines. However, manufacturing output within the region is forecast to fall by approximately 0.5% in 1999 before recovering in 2000. * Service Sector employment is growing faster than at the national level, but the service sector is still relatively under-represented. IT related employment, in particular, continues to expand. * Agriculture the East Midlands accounts for 10% of UK agricultural output, and employs 45,000 people across the region, rising to nearly one in five of the workforce in some areas. * Unemployment the regional claimant rate has been below the UK rate and currently stands at 3.9% compared to the UK 4.4% for May 1999. Current situation prospects Within the East Midlands, growth in services was estimated to have been stronger than the UK as a whole during 1998. However, the region saw a sharp slowdown in business services growth, reflecting the dependence of the sector on local manufacturing. Manufacturing output declined significantly during 1998, due to deterioration in both domestic and export demand, and a strong pound. Manufacturing output within the region is forecast to continue to decline during 1999, before recovering in 2000. Subdued performance is also expected in retailing distribution, and in transport communications. Overall regional GDP is expected to rise only slightly by 0.3% during 1999, with employment levels expected to remain static. Short-term changes in the GDP by sector (% per year) Manufacturing Services Other All services Fin. Bus. Services 1998 1999 2000 1998 1999 2000 1998 1999 2000 1998 1999 2000 E.M. 0.3 0.3 -3.1 1.5 0.2 1.2 4.9 2.2 1.9 6.8 -0.7 -1.9 UK -0.2 -0.2 -3.2 1.3 0.6 0.5 2.5 1.5 1.4 1.6 -1.4 -1.9 Inward investment The region has seen inward investment in manufacturing over recent years. In the first half of 1998 the East Midlands won 16 inward investment projects, which created a total of 2,240 jobs. Approximately 50% of the projects came from the USA. Other inward investment projects within the region include Toyota, the Japanese car manufacturer, which has expanded its plant at Burnaston in Derbyshire at a cost of à ¯Ã‚ ¿Ã‚ ½200m in order to build a second car model, the Corolla. The region has also been successful in attracting call centres, despite competition. In the future as direct banking and insurance services increase, further investment opportunities are likely to arise for the region. The East Midlands success in attracting inward investment can be explained by its central location, good infrastructure links with the rest of the country, relatively low land prices, and the quality of its workforce. Leicestershires Industrial Profile Leicestershires industrial structure has experienced a long period of change and this change is seen to continue. The manufacturing industry consists of textiles and clothing, electronic engineering, mechanical engineering, food processing, printing and publishing, and pharmaceuticals. In Leicestershire 26% of the population are employed in this sector compared with 19% nationally. The most important manufacturing industry group, in terms of output, remains other manufacturing which includes textiles and food manufacturing, currently accounting for half of all manufacturing output. The fastest growing sector was national transport and communications, with an average annual growth of 9.6% since 1992. This growth largely reflects the advantages of Leicestershire as a central location for distribution Industrial sectors Leicestershire TEC area Leicestershire county Leicester city Rutland 1999 Employee estimates Number % Number % Number % Number % Agriculture Fishing 3,100 0.8 2,700 1.2 0 0 400 3.5 Energy Water 9,200 2.3 5,600 2.4 3,200 2.1 400 3.5 Manufacturing 102,600 26.0 64,300 28.1 36,300 23.8 2,000 17.4 Construction 14900 3.8 10,000 4.4 4,300 2.8 600 5.2 Distribution, Hotels restaurants 83,000 21.1 51,100 22.3 29,200 19.1 2,700 23.5 Transport communication 23,100 5.9 16,100 7.0 6,500 4.3 500 4.3 Banking, finance Insurance, etc. 54,800 13.9 28,100 12.3 25,600 16.8 1,100 9.6 Public administration, Education Health 85,900 21.8 41,900 18.3 40,600 26.6 3,400 39.6 Other services 16,600 4.2 9,300 4.1 6,900 4.5 400 3.5 Total employees 393,200 100.0 229,100 100.0 152,600 100.0 11,500 100.0 M5 Analysing the recruitment documents I think I should have spaced out the application form a bit better and left more room for the forenames and surnames. On the application form I didnt put a space for sex, this should have been entered, as some people may see it as not giving equal opportunities. I think that it is of a good size, and the font is neither too small nor too large, however, if there had been more spaces left, then it may have been easier to read. There is not a final section asking for a supporting statement. This does not give the applicant opportunity to sell themselves. I should have put some spaces in the Employment History section for reason for leaving the job, and also how long they had been at their last job for. This would have given me some indication on how willing they are. Also if I had left space at the end of the form, there would have been space for the candidates to sell themselves, also giving me more information to base my questions on at the interview. There should have also been more space for them to fill in information about their education. In the references section there should be space to show what relationship the person given as a reference is to the candidate. As it is important for companies to enforce equal opportunities I should have had a section in the application form asking if they had a disability, what their ethnic origin is and also what colour they consider themselves (black, white, other, mixed). This should be an optional section; however, I should have included it. I also provided a sheet for the candidates to fill in just before the interview. This is where extra information could be gathered, and if any details have changed since they filled in the application form, then I could be notified of them. The appraisal documents: during the interview I made some basic notes of the candidates performance. These notes included how well they answered the questions, and their body language. I also gave them marks for their body language, their language and how appropriate it was, and how confident they were (1 being the best, and 5 the worst) In my personnel specification, I should have said more about the job so that they know more about the job and what jobs would be involved in the position. Also how to handle parents and children. Also in the job description, I should stated more about what the jobs would be involved with, like handling children from the ages of 5-18, so they need to be patient sometimes and also authoritative. M6-Strengths Weaknesses Mrs Jemima Puddleduck Her letter of application was most impressive. It was typed, set out correctly, and lots of good language was used. The recruitment documents that we received from Mrs Jemima Puddleduck showed that she was a well-educated young lady, showing she had studied both GCSEs, and A levels with excellent grades, and also well qualified. The only factor, which made me a little unsure of her, was that she had children, which I felt it might cause some difficulty about the hours she could work. Plus a degree in sports management. It was a very encouraging letter, outlining her strengths and weaknesses, and also stating any previous relevant work experience as well as any other experience to show her enthusiasm for work. Her experiences in jobs show us a very caring girl and she has taken part in work experience in very useful places. Mrs Jemima Puddleduck sent me a very short but detailed letter of application it was in written form very neat and well set out. Her work experiences have given her experience of what this position requires and I feel she would be an excellent candidate for this job. Mr Brett Langer The documents that were given to us by Brett Langer shows that he is ma very hard working person, we know this by looking at his GCSEs and A Levels. So he should then have the basic skills available to do the job successfully, with A grades in Maths and English in his GCSEs. My impression also was that he may be a little well qualified for the job, nonetheless a very promising candidate. It showed that he had some previous job experience, however, he had never worked in an office before. From the letter of application he seemed to be an all round person, being able to get on with people. We can also see this from his past work experience as a Waiter and Employee at McDonalds, this showing he should be able to get on with any sort of person and situations. The only problem is that he is going to be working on a temporary basis as hes looking for a job in the business sector, so he will only be working here until he finds a job in the business industry. Miss Tracy Hill Miss Hill is the youngest candidate applying for the position as Secretary. The recruitment documents, which we received from Miss Tracy Hill, she seems to be a nice girl but lack the personnel skills and personality for the job. There are concerns on how sociable she is, and how this may affect her work, as she may have to come in on a Saturday or Sunday. She has the basic skills to do the job with having GCSEs in IT, Maths and English. She also has no work experience in any field. She is the weakest candidate for the job, but we have decided to give her a chance to prove us wrong in the interview. Jemima Puddleduck questions 1. Will you be able to come in if there was an emergency? 2. Do you think you be able to handle the children when if they get rowdy? 3. Why have you decided to leave your present job? 4. How long would it take to hand in your notice at your present job? 5. How come you havent decided to go into the sports industry? Brett Langer questions 1. Do you know how to use the basics of computer software? 2. How long do you think you would work here? 3. Will you be able to come in if there was an emergency? 4. Do you think you be able to handle the children when if they get rowdy? 5. Do you think you would get along with the different age groups that go to the school? Tracy Hill question 1. Why did you leave school after your GCSEs? 2. Why havent you got any work experience? 3. Would it be a problem with the hours you work with a child? 4. Who will look after the child? 5. Will you be able to come in if there was an emergency? 6. Do you think you be able to handle the children when they get rowdy? M7-My performance in the Interviews To start off with I was shy, I was not sure how they would react to me, but as the interviews went on my interviewing technique improved and I started to settle down. I found that I didnt really help them to relax and settle down, which made them nervous and allowed them t make mistakes, as they didnt know how to react to me. After settling down I became confident enough to ask the candidate questions about the job and putting them in situations and asking how they would handle a particular situation. Due to this I became to laid back, I was showing poor body language; for example my arms were crossed. I also acted to casual with the candidate; I was told this from my colleagues who were also interviewing the candidate. Due to me being confident and laid back, I asked the candidate opened ended questions, which enabled my colleagues and I to get to know the candidate more intimately and what there personality was like. I also found that I was too disorganised for the interview, compared to my colleagues who where ready for the interview, as they had questions readily decided to ask the candidate. Which didnt show a good impression on the candidate and made me look silly. I also had not gone through the candidates information, which gave me a disadvantage, as I did not ask the relevant information for the job. Which lead to me not writing any information about the candidate, so it made it difficult on which candidate to pick for the job. I think that I also should have changed the tone of voice more, as I felt the candidate was finding the interview was getting to boring. Improvements 1. I should appear to be relaxed from the beginning of the interview so that they can give their best performances through out the interview. 2. I shouldnt act laid back whilst interviewing the candidate. As this gives a bad impression to the interviewee, about the way things are running in the company. 3. I should look through the application documents before I interview the candidate to have some kind of information about the candidate and question to find out more about their personality. 4. It would be more fairer to all the candidates if I took notes on each applicant, so that I can offer the job to the best person, so that I can compare them with there good and bad points and offer the job to the best person. M8 Our own design of a Contract of employment 1. Name of employer:_________________________________ 2. Name of employee:________________________________ 3. Job title: . 4. Salary: . 5. Start date: 6. Pay rate:.. 7. Amount of hours that must be completed in one week:. 8. Leave, you are entitled todays-paid holiday per annum in addition to statutory holidays. The leave is to taken at a time convenient to the employer. 9. Sick pay and allowances: .. 10. Amount of holiday entitlement: . 11. What notice is needed when you want to finish that job:.. to ensure flexibility within our workforce, you will at times be expected to work extra hours as required, but you will normally be given advanced notice of times. 12. Grievance Procedures, if you wish to raise any grievance relating to your employment, you should do so in accordance with the grievance procedure shown in the employee information binder, which can be obtained from the Personal office. 13. Pension scheme, details of the contributory company pension scheme, for which you are eligible, may be obtained from the personnel office. 14. Discipline Rules, the company rules form part of your conditions of employment. These are shown in the Employee Information Binder and it is your responsibility to familiarise yourself with these and observe them at all times.