Ethics of care Essay

Introduction †¢ Care ethics [The ethics of care] originated among feminists who maintained, on the basis of Carol Gilligan’s work, A Different Voice , that women and girls approach moral issues with a strong concern for empathy and caring in interpersonal relationships. Care and Virtues †¢ Care ethics focuses on virtues associated with care as a moral sentiment and response in the context of particular relationships. †¢ The emphasis is on such traits as empathy, sympathy, compassion, loyalty, discernment and love in intimate relationships, rather than the abstract principles and rights of deontological and libertarian ethics. †¢ Like communitarian ethics, care ethics stresses the interdependence of persons and the importance of particular relationships, especially within the family and other communities Care Ethics †¢ Care ethics encourages altruism, which entails concern for others, their feelings and needs, but does not neglect care for oneself. †¢ Care ethics requires the moral agent to balance care of the self with care for others. Photo by Katerha Gilligan’s Ethics of Care †¢ Gilligan identifies levels and transition periods in the development of the ethics of care. †¢ (1) â€Å"From Selfishness to Responsibility† the conflict between what one would do vs. what one ought to do within their attachments and connections to others. Photo by Derek Bruff Ethics of Care †¢ (2) â€Å"Goodness as Self-Sacrifice† – concern for others, their feelings and the need to not inflict harm are major concerns. †¢ (3) â€Å"From Goodness to Truth† – the morality of care must include a care of the self as well as others, to be honest and real with oneself, an increased responsibility to one’s responsibility to the self, as well as others. †¢ Gilligan defines this as â€Å"mature care†. Photo by Ed Yourdon Ethics of Care †¢ (4) â€Å"The Morality of Nonviolence† – a moral equality between the self and others is achieved by applying an injunction against hurting; care becomes a universal obligation[1]. Harvard Educational Review: 481-517 Repr. 1986 as â€Å"A Different Voice†, In Pearsall, Women and Values: 309-339 [1] Gilligan, Carol 1977, â€Å"Concepts of the Self and of Morality† †¢ â€Å"Care ethics is based on [or â€Å"justified by† ] â€Å"lived experience,† especially that of women with intimate relations, trust and commitment. †¢ â€Å"Lived experience† is the accumulated subjective experience of individuals (2). Care Ethics Photo by Mary Ellen Mark †¢ (2) Pettersen, T. 2008. Comprehending Care . United Kingdom: Lexington Books:23 Care Ethics †¢ Care ethics appears most appropriate to intimate relations, but its advocates seek to extend it to communities, institutions and nation states Care ethics is intended to guide conduct and to provide an aspirational ideal of the virtuous life Photo by geek2nurse Affective and Cognitive Care Caring has both affective and cognitive dimensions. †¢ Cognition is necessary to understand the other’s needs, feelings and circumstances. But caring also involves a range of feelings associated with empathy, sympathy, compassion, and love. Care Ethics and Normative Ethics †¢ Care ethics provides normative guidance, but it does not prescribe specific actions by applying a set of abstract principles, rights and rules (found in normative ethics). †¢ With universalizing principles (normative ethics), the public domain has superiority over private-personal domains. . Emotion and Understanding †¢ In caring, moral thoughts are not separated from feelings as they are in many Western ethical philosophies from Plato to Kant. †¢ Gilligan challenges the idea that moral reasoning should be divorced from feelings and contexts. Emotion and Understanding †¢ Knowledge is gained through human connection to others when we try to take the perspectives of others in deciding morality and justice. Photo by rexquisite Co-Feeling and Empathy †¢ Caring involves understanding another’s feelings that seeks to go beyond mere understanding (empathy) to actually feeling what others experience. †¢ Petersen defines this as co-feeling which is more than empathy. †¢ Caring originates from the experience of caring for others. †¢ In caring for particular individuals, we learn to recognize the needs and vulnerabilities of human others everywhere; and to avoid harming them. Co-feeling and Empathy Co-feeling in care ethics comes from experiencing the complexities of a particular individual’s situation. A deep, detailed appreciation for the lives of others enriches our own self-understanding. Photo by Neys †¢ Co-feeling is one ability in mature care; how one should act and what actions constitute care. †¢ Caring involves participating in another’s feelings on his/her terms with an attitude of engagement, not of disinterested observation or judgment. †¢ It is an act of affective imagination. Photo by Quinn Anya Care Ethics and Moral Autonomy †¢ For care ethics, moral autonomy is construed as relational autonomy. †¢ In contrast with Kant’s isolated individual who rationally formulates universal principles by himself or herself, the relational autonomous agent takes account of her interdependence with others. †¢ Gilligan promotes a more nuanced and complex concept of moral autonomy with space for holding self-determination with consideration, reason with emotion, and independency with connectedness. Friend Wheel by Unlisted Sightings †¢ Care ethics replaces the detached respect for the autonomous decisions of others that is the legacy of principle-based ethics with attentiveness to the plight, special needs, and vulnerabilities of individuals, who might need help is deciding what to do †¢ Tensions continue to exist within care ethics between contextual sensitivity in moral decisionmaking and respect for principles that direct us to treat people equally, with justice and respect for autonomous choices. Justice and Moral Conflicts – Care Ethics †¢ Moral conflicts are still those that involve individuals with differing philosophies. They involve loyalty conflicts or divergent responsibilities and interests for individual professionals. Agents have different ideas of what is ethically relevant. Photo by xeeliz Steps to Convergence on Ethics of Care and Principle-based Ethics †¢ What actions are right or wrong according to some relevant norms or principles, fairness in particular. What is the effect of these principles on those involved – will they hurt individuals? †¢ Care ethics questions the over-reliance on principles and rules in ethics. †¢ Are we choosing to be detached and numb to feeling the impacts of the principle of justice on individuals and our relationship to them? Photo by Svenska Cellulosa Aktibolaget A THIRD WAY †¢ Care ethics encourages the moral agent to balance respect for individual autonomy with caring for individuals in relationships. †¢ A balance between relations and autonomy, between connection and integrity would create convergence of principles with care. †¢ An intermediate position between too much and too little would be needed. A THIRD WAY †¢ Care ethics requires morally mature agents to weight and balance principles with caring for individuals. †¢ In these moral conflicts, â€Å"listening† to others, is essential to decision-making. †¢ Interdependent leadership and communication may open up new possibilities – a third way. . References Beauchamp T. and J. Childress. 2009. Principles of Biomedical Ethics, New York: Oxford University Press, 6th ed Gilligan, Carol 1977, â€Å"Concepts of the Self and of Morality† Harvard Educational Review: 481-517 Repr. 1986 as â€Å"A Different Voice†, In Pearsall, Women and Values: 309-339 Munson, R. 2004. Intervention and Reflection: Basic Issues in Medical Ethics, 8th Ed Australia ; Belmont, CA : Thomson/Wadsworth, Pettersen’s T. 2008. , Comprehending Care . United Kingdom: Lexington Books:

Hr Report on Telenor

INTRODUCTION OF TELENOR:- [pic] In Pakistan Telenor launched its operation in March 2005 as the single largest direct European investment in Pakistan, setting precedence for further foreign investment in the telecom sector. In a little over two years, Telenor have grown to become a leading telecom operator in the country. In fiscal year 2006, Telenor achieved nearly 200% growth in their subscriber base- The Highest in the industry by a wide margin. Telenor is the fastest growing mobile network in the country, with coverage reaching deep into many of the remotest areas of Pakistan. In most difficult terrains, from the hilly Northern areas to the sprawling desserts in the south, at the time they are the only operator connecting the previously unconnected. Telenor are spread across Pakistan, creating 2,200 direct and 20,000-plus indirect employment opportunities. We have a network of 15 company-owned sales and service centers, more than 200 franchisees and some 100,000 retail outlets. [pic] VISION STATEMENT:- Telenor vision is simple; they exist to help their customers to get the full benefit of communication service in their daily lives. The key to achieving this vision is mindset where everyone works together. Making it easy to buy and use their services. Their vision is inspiring vision to find new ways. Telenor vision statement is:- MISSION STATEMENT:- At Telenor, it is believed that responsibility and trust are inseparable. Telenor must have trusting relationships its customers, owners, employees and society in general. Therefore a determined effort is made to attend to the group responsibilities in society in comprehensive and innovative way. Telenor striving to be a driving force in creating, simplifying and introducing communication and content solutions to the market place. Their mission statement is:- CORE VALUES:- Telenor has mainly four core values: ? Make it easy ? Keep promising ? Be inspiring ? Be respect full MARKET SHARE OF CELLULAR INDUSTRY IN PAKISTAN:- [pic] From the above chart we see that Telenor has catched up the warid. Both are tied up at this time. HUMAN RESOURCE MANAGEMENT PLANNING HUMAN RESOURCE DEPARTMENT OF TELENOR:- Human Resources (HR) is about creating a winning organization, generating outstanding business performance through the development of people and teams. Working in Telenor organization is high profile, rewarding and demands the ability to take tough, insightful decisions and translate them into action. HR's overall function is to devise and implement strategies and policies to ensure that they have the right people with the right skills. Within that, there are numerous options For example; it could be covering culture change, leadership development, strategic talent management, coaching and skills development or alignment of reward with performance. OBJECTIVE OF HUMAN RESOURCE DEPARTMENT:- The objective of the Human Resource department is â€Å"To Facilitate Growth. Telenor people are the most important asset. In Human Resources (HR) they support and develop people, enabling them to deliver outstanding business performance. Telenor culture is about empowering people, both to contribute to their business objectives and to achieve their own personal and career goals. HR's overall function is to devise and implement strategies and poli cies to ensure that we have the right people with the right skills. HR manager has most important function to they guide the employees how they move on corporate ladder. Manager must know what is the employee’s strength and weakness. So they train the employees in weak areas. RECRUITMENT & PLACEMENT PRACTICES SELECTION PROCESS:- Telenor selection process is designed to identify the potential to become the future business leaders, while helping people decide if Telenor is the right organization for them. JOB POSTINGS:- The type of mediums that they use in order of preference for posting their jobs. 1. Internal C. V Pools: They keep track of all their employees CV’s & when they have jobs available they look for potential candidates among their own staff for internal recruitment. Filling a vacancy by their current employees is their first choice. . Head hunters:- Telenor has assigned human resource corporations or agencies to look for talented & well knowledgeable people for them & provide them with people with the specific descriptions that Telenor has posted. 3. Newspapers:- In case they don’t get people from above sources they go for public offerings by giving ads in news papers mostly well known an d mass published newspaper having goodwill in the market such a s† Dawn†, â€Å"The News†Ã¢â‚¬â„¢ or â€Å"Jang† 4. Campus Drives:- Telenor also sends its HR teams to different universities campuses for finding out the potential talent that can be of use to them in the future. Their HR people have the descriptions or know description according to which they look for prospective employees. They also provide internship opportunities and then select suitable candidates and then conduct 1-2 normal interview and then offered to job to selected candidate. COMPENSATION PRACTICES COMPENSATION PLANS:- Before deciding on the compensation plans the H. R department try to understand the goals of the company. Groups of pay ranges are developed so that it would be easier to make compensation plans for the employees. Usually promotions to higher group depend upon the efforts of the employees and very seldom on their experience. Compensation plans include both direct and non-direct compensations. JOB EVALUATION:- The HRM department of Telenor does Job evaluation. The method used by the company is Point method. In point method points and degrees are specified. HRM department conduct the salary surveys, evaluate jobs, and develop pay grades, use wage curves and fine tune pay rates. The information is kept as confidential to make sure that no information is being leaked out. In Telenor employee also do job evaluation by himself. The employee is often being given individual goals, so he has to work on how to achieve those goals. The goals assigned to him will make sure that employee constantly learns and improves in order to achieve the goals. The goals are always very challenging and require the employee to critically analyse his strengths and weaknesses and look for the competencies that he wants to develop. PERFORMNCE DEVELOPMENT PLANNING SYSTEM:- Telenor have â€Å"Annual confidential reporting† for their employee’s evaluations, under which they measure employee performance. This process of measuring performance is run in collaboration with HR & the concerned department whereby each employee is evaluated on occasional basis & in case the performance is above expectations they are instantly rewarded, however in other circumstances of less than par performance there are no punishments such as demotions, salary cuts etc but they are warned in writing, if this does not improves their performance they are again given a second letter in writing which is the last warning they get for improvements. APPRAISAL METHODS:- Telenor uses various appraisal methods most common ones are: ? Ongoing Feedback ? 360Degree Feedback PAY STRUCTURE:- The pay structure of Telenor is kept confidential. They don’t provide much information regarding their pay structure. The limited information that was provided to us was that including the basic pay. They are also given bonuses, fuel, and advance in case of emergency. Telnor provides it employees with increments on annual basis. The factors that are kept in consideration during increments are the inflation rate of the country, the kind of task the employees have performed and the kind of experience or position the employees hold. All these factors ensure that they don’t encounter any salary compression problem in their work setting. They also analyze the pay structure of their competitors & if they see any changes they also work out their basic pay structures accordingly. Measures are also taken to keep an internal equity among various jobs in the organization. However what we have analyzed during the whole reporting process is that they are paying comparatively higher than the industry. JOB SAFETY PROGRAMS:- Telenor provides certain job safety programs such as Smoke free environments: there are certain areas called â€Å"Smoking room† where people can smoke. Smoking inside the office is strictly prohibited. ? Fire Equipment: Fire alarms are installed in various places and people are given training to operate them. ? Emergency Bell: the employees are made familiar with the emergency bell, which will ring in case of earthquake or any other matter. HEALTHY WORK ENVIRONMENT:- Telenor is responsible for supporting a working environment characterized by high job-satisfaction, opportunities for personal and professional development, and low rate of sick leave and injuries. Telenor’s managers are responsible for establishing effective arrangements to identify and eliminate or control work-related hazards and risks, and promote health at work. These arrangements are organized, planned, implemented and evaluated with employee participation. Telenor has established a Health, Safety and Working Environment (HSE) Management System to ensure that the effort to develop and maintain a good working environment is an ongoing process throughout the Telenor Group. TELENOR EMPLOYEES STRATEGIES TO MOVE UP ON CORPORATE LADDER :- Most employees want to move the corporate ladder and is the responsibility of manager how they guide them. They help to choose the right career. They guide the employees about their career and they also trained the employees according to their job. CAREER PLANNING PROCESS AT TELENOR:- An on going process preparing, implementing and monitoring career plans undertaken by the individual alone or in concern with the organizations career systems. The practice of organizational career planning involves matching an individual’s career aspirations with the opportunities available in an organization. If a career management is successful, the individual and the organization must assume an equal share of responsibilities for it . The individual must identify his or her aspiration and abilities and through counseling, recognize what training and development are required for a particular career path. Long term career planning focuses on Core Workplace Skills such as communications (verbal and written), critical and creative thinking, teamwork and team building, listening, social, problem-solving, decision-making, interpersonal, project management, planning and organizing, computer/technology, and commitment to continuous/lifelong learning. Telenor focus on short term and long term career planning:- SHORT-TERM CAREER PLANNING: Short-term career plan focuses on a time frame ranging from the coming year to the next year. For a short term career planning Human resource department with the help of HR manager focuses on following exercises:- 1. Analyze likes and dislikes:- They enjoy training programs, company’s quarterly/annual meetings and dinning, national and international traveling etc. Every single corporate decision is taken after a consultation with all relevant departments. 2. Analyze Passion:- Analyze passion reflects on times and situations in which they feel most passionate, most energetic, most engaged. 3. Analyze strengths and Weakness:- In this analyze work experience, education, training, skill development, talent and abilities, technical knowledge, and personal characteristics. 4. Analyze Definition of success:- â€Å"Success comes to those who make it happen not to those who let it happen† It means spend some time on knowing how they define success. What is success in their point of view such as wealth, power, control and contentment? 5. Analyze Personality:- They prefer young, bachelors, soft spoken, cool minded, found of traveling ,excellent team player/leader, down to earth and definitely educated etc In each department they seek an individual who is a good intellectual. LONG-TERM CAREER PLANNING:- Long term career planning usually involves a planning of five years or longer and involves a broader set of guidelines and preparation. Long range career planning should be more about identifying and developing core skill that employees will always value while developing personal and career goals in broad strokes. Like HR department has its own plan that how to develop managers and leaders for tomorrow. They have strongly plans to develop individuals who can look after several different regions while sitting in Islamabad office (Head office). Similar opportunities and case studies are offered to such members to gauge their skills and interests. Beside this an emphasis is also on providing knowledge of all related and relevant things that may help in their future jobs. USEFUL TOOLS /RESOURCES OF CAREER PLANNING AT TELENOR:- These are the tools that use for career planning at Telenor:- . Career assessment tools:- They have a collection of best self assessment tools, designed to give a better idea to their employees to analyze attitudes and interests as they relate to possible career choices. Employees are welcomed to share their classified information with HR department and seek professional solutions for their work-related problems. For example; the major tool they used for self assessment are workbooks and workshops and for organizational assessment major tools are performance appraisal, succession planning. . Career change resources Some tools and resources specially established for jobseekers contemplating a career change. For example I f an employee want to change his career from IT professional to HR person they are provided opportunity for job shadowing. Employee’s actual moves between few departments he likes work therefore a few days and then finalizes with relevant head of departments and HR manger to switch to specific department. 3. Career exploration resources:- They give their employees opportunity to find some great resources designed to help them in order to learn more about different jobs, careers and career exploration. 4. Transferable skills: The concept of a transferable skill is a vital job –search technique that all the job- seekers should master, through the concept is especially important for career changers and college students. For example each member involved in any type of training is held responsible to transfer all these skills to a next person. 5. Workplace value assessment:- The assessment tool is used to better understand the core values of the employees working in organization and also analyze what the employees want in their jobs, and career. For example make their employees to fill the required details of all kind of national and international training in the event feed back forms then the management able to know the learning objectives of employees which they want further in their careers. Telenor offers exciting and challenging careers with competitive pay, excellent benefits and exceptional advancement opportunities. Telenor care their employees and provide them with a relaxed and enriching working environment. Telenor training and further education programs ensure a high professional standard amongst our employees. Telenor believe that a talented and loyal workforce plays a crucial role in the organization’s ongoing business success. Telenor's management and organization is imbued with joint values. The Group Management has devised five leadership requirements that apply to all managers in the Group, and all management groups shall discuss what these requirements mean to them. The demands are: †¢ Passion for business †¢ Change and constant renewal †¢ Operational excellence †¢ Empower people †¢ Integrity TRAINING & DEVELOPMENT PRACTICES TRAINING:- The process for providing employees with specific skills or helping those correct deficiencies in their performance. ? Training is the systematic process of altering the behavior of employees in a direction that will achieve the organization goals. Training is related to present job skills and abilities. It has a current orientation and helps employee’s master specific skills and abilities needed to be successful. A formal training program is an effort by the employees to provide opportunities for the employee to acquire job related skills, attitude and knowledge. ? Learning is the act by which the individual acquire skills, knowledge and abilities that result ion a relatively permanent change in his /her behavior. TRAINING METHODS:- I There are to types of training methods. 1. On t he job training 2. Off the job training 1. On the job training:- It includes job rotations apprenticeship, understudy assignment and formal mentoring program. 2. Off the job training:- Off the job training includes:- ? Seminar ? Lectures ? Conferences ? Workshops TELENOR TRAINING METHODS:- In Telenor training methods include:- 1. Class room lectures:- It conveys technical, personal and problem solving skills and also demonstrates their technical skill by film and videos. 2. Simulation exercise:- It includes actual performance, case analysis, and experimental exercises, role playing and group interaction. 3. Vestibule Training:- It includes learning tasks on the same equipment but in a simulated work environment GOALS OF TRAINING:- These are the goals of training 1. Training Validity: Did the trainees learn skills or acquire knowledge or abilities during the learning. 2. Transfer Validity:- Did the knowledge, skill, abilities learned in training lead to improved performance on the job? 3. Inter organizational validity Can a training program that has been validated in one organization be used successfully in another firm? TYPE OF TRAINING:- Following are the types of training that are commonly used in general in any organization. 1. SKILLS TRAINING:- It includes basic literacy skills, technical skills, and interpersonal skills and problem solving skills. 2. Cross functional Training:- It involves training employees to perform operation in areas other than their assigned job. 3. Creativity Thinking: It is based on assumption that creativity can be learned 4. Literacy Training:- It involves the mastery of basic skills reading, writing, arithmetic and their uses in problem solving. 5. Diversity Training:- Diversity training program are designed to teach cultural differences and how to respond to these in work place. . Crisis Training:- It involves preparing employees with tragedies, crashes and workplace violence etc. 7. Customer Service Training:- It include provide customer service to give the employee the skills they need to meet and exceed customer expectation. TELENOR TYPES OF TRAINING:- Training divided into two parts:- 1. Technical Training:- Technical training is conducting whenever they introduces new scheme so that they tr ain their employees about the usage of this new scheme. 2. Non Technical Training:- This training is further divided into two parts IT Based Training:- This training relates to equipment and technology Non –IT based Training:- Non IT based training is also divided in two section in first section Management training, Communication training, Teams training, Group training is given to employees. And in second section is consisting of launch scheme training, Price training, Customer training. DEVELOPMENT:- An effort to provide with the abilities the organization will need in the future. Diagnostic steps in development program CRITERIA FOR TRAINING VERSUS DEVELOPMENT:- |Training |Development | |Focus |Current job |Current and future job | |Scope |Individual employees |Work group or organization | |Time frame |Immediate employees |Long term | |Goal |Fix current skill eficit |Prepare for future work demands | Their scope of training is on individual employees such as the training of HR manager; where as scope of development is on the entire workgroup like sales group working in their separate departments or other groups in their organization. Their training is job precise and addresses particular performance defects or problems, where as development is concerned with the work force‘s skills and versatility. Their training tends to focus on immediate organizational needs while development tends to focus on long term requirements. The goal of training is a fairly quick improvement in workers performance their main aim is to satisfy their customer as well as for this purpose they train their employees and spend huge amount on their training for this they focus on the immediate organization needs. Whereas the goal of development is the overall enrichment of the organizations human resources Training strongly influences present performance levels, while development pays off in terms of more capable and flexible human resources in the long run. Their highly tailored approach to training ensures that their employees enjoy increased performance, achieve higher levels of customer delight and more motivated and committed towards their work. RELATIONSHIPBETWEEN PERFORMANCE APPRAISAL AND CAREER:- There is specific description of HR manager responsibilities that are associated after conducting evaluation with respect to career development. Assessment:- Effective preparation of performance development plans, for their employees, requires the ability to assess the needs of the employee and the organization. Employee may develop own skills in this area by attending the course, â€Å"Enhancing Career and Organizational Options,† offered by Staff Education and Development on job. Help their employees to set career goals that are consistent with their skills, knowledge, experience and interests by providing feedback based on observations and assessment of their abilities, readiness and potential. The assessment should be based on manager’s actual experience and observation of employee performance and behavior rather than on assumptions and personal biases. Providing Information:- HR manager will support career development when he informs an employee about options for and possible barriers to career movement. For example, he may tell his employees about upcoming positions or openings for which they may be qualified, or about budgetary constraints which may inhibit career options or development opportunities in the unit or department Referral:- Refer employees to others who can assist them in achieving development goals. It is the responsibility of HR manager, to be aware of the appropriate referral sources both within and outside of the department. He may refer employees to books, journals, professional associations or other sources of information. He may also put them in touch with people who might be willing to serve as mentors or with those who might provide an information interview in which employees can learn more about a field or position from someone who is currently working in that area or capacity. Guidance:- Encourage employees to focus on clear, specific and attainable career goals. Share knowledge and experience with employees. Typical questions employees have are: 1) What is required to move to the next logical position? 2) What are the chances for advancement in this department? 3) How to be mobile within the company? 4) What is the difference between a promotion and an upward reclassification? 5) Who to contact for further information or career counseling. Provide guidance to employees about steps they might take to improve existing skills and knowledge or develop in new functional areas. Develop:- HR manager support employee development when he assigns employees roles or tasks which challenge them and provide the opportunity to grow. Base decisions about development options and opportunities on a careful assessment of the employee's readiness to accept additional or new responsibilities or challenges. Provide on-the-job training and refer employees to classes, workshops, and other learning and development opportunities, and recommend employees to serve on committees, task forces or cross-functional teams. CONCLUSION:- As Telenor one of the best cellular organization, thus it is very difficult to for me give recommendations to them. They continuous review their strategies and make adjustments according to their requirements. They follow almost all norms of efficient working environment and at the heart of it lies the HRM department that manages people very effectively. The HRM departments make programs like performance development planning, which ensures that the employees learn the skills are necessary to achieve the organizational goals. Other then that, they also want employees to put up suggestions for training needs. These way employees evaluate themselves and ask for training if they feel any deficiency. They have also discussed the career path from both perspective organizational point of view and individual point of view. After informal chat with the employees we come across that they are satisfied with their work, working environment, salary, incentives and the behavior of top management. In my point of view Telenor is the best company providing services to their customers. But few things like long working hours and working even on public holidays and fear of monotonous job is one of the greatest challenge which HR department need to meet in coming years. After analyzing I came to know that the training they provided to their employees is satisfactory after informal chat with some employees I realize that employees are happy and satisfied with their current job status and also they are able to handle all the tasks given to them because they trained in such a manner that they become the master of all traits that’s why they easily handle every new challenge and complicated projects. Their performance appraisal is directly link with the career of their employees and that’s why after evaluating it will be helpful for employees that HR manager properly guide them in order to set career goals that are consistent with their skills, knowledge, experience and interests by providing feedback based on observations and assessment of their abilities, readiness and potential. By this employees get to know where they stand right now and what are their strengths and weaknesses through which they get the opportunity to know the possible movements in their careers. They are also triumphant in order to keep the motivational level of their employees and that’s why turnover rate is tremendously low as compare to other companies because they give appropriate incentives to their employees, provide them such type of friendly environment so that employees themselves motivated towards their work and provide their employees full opportunity to develop their career. In this way Telenor organization guide their employees how they move up on corporate ladder. RECOMMENDATION ON TELENOR:- ? The company should increase the number of intakes for the management trainee programs and also for internships. This would help students from all over the country who want to be a part of this multinational to learn from their practices. On the other hand, the organization will get more people to assist them. ? There should no biasness at all because due to this the conflicts are not to solve but it will increase so it should better,do not iterfere any personel matters of others but try to understand each and every one should live equality. other so that they would exactly know what are the deficiencies in the current employees and what are the areas that they will have to focus on for training. Job rotation is not effectively used by the organization as a tool which would help employee learning and growth. Other then the management trainee program, the tool is not used anywhere else. Thus, restricting the employees in their own departments and with their own works and limiting their understanding about the workings of other departments and jobs. ? Frequent postings to different locations with in the country creates dissatisfaction among the employees. The organization must recruit employees from the same location where the vacancy is from. Recruiting the employee from different city and then placing him in other city would decrease employees job satisfaction. ? Communication trainings and tests should conduct by the company for the betterment of the Company and the employees. ? The Company should be flexible in recruiting the person because no one is perfect in this world so he should be up to the mark and have ability to fulfil the requiments of the Company. STRATEGIES OF MINE THAT HOW I MOVE UP ON CORPORATE LADDER IN ORGANIZATION:- If I want to move on a corporate ladder that means firstly I will decide my career planning. CAREER PLANNING PROCESS:- The decision that how I will spend my working life is critically important. To manage my work/life effectively, i need to understand What I am, what options I have, how I can get to where I want to go. I may not be able to control all the circumstances that impact upon my life, but I can influence the direction my life is going, and I can make decisions that are right for me. Managing your career is not a one-time event; it is continuous cycle of personal development. As goals are reached, new goals are established and development continuous in new direction. There are several steps in process, as illustrated below:- Steps Of Career Planning Process:-[pic] Step 1:- Determine where I want to go:- In first step managing my career I will know myself, an important part of this self insight knows where i want to go in career. Why do I pursue the work and the life I do? In short in this step I will identify the interests, values, and skills that already have and which allow me to contribute productively to my workplace. This will help me to see more clearly which competencies and life interests I want to continue to use in a work setting and those i may want to develop further. This self- reflection will guide me in determining career goals that are a good fit. Step 2:-Identify my strength and development areas In this step I will identify my strength and areas of development. It will enable me to receive input from my manager, peers, people, and other colleagues on the leadership competencies deemed critical to the provincial service. Step3:- Make a career development plan:- In this step I will create my career development plan. Completing the plan will help me make the link between my career goals and the development that will help me move toward the achievement of my goals. Based on my past performance, strengths and career goals, I will prioritize my areas for development. I will identify what type of opportunities will target my development areas and explore how to access these opportunities. Step 4:- Getting closer to your goals:- For many individuals, their career goal involves moving into a new position. Success in getting a job – externally or within government – is largely determined by gaining entry to the interview and then interviewing well. Good resumes are ital to getting an interview and strong interview skills are a must in selling the match between your qualifications and the job requirements. This workshop will provide you with the necessary skills to compete effectively for job opportunities. CONCLUSION:- According to me, Be a leader, generate different ideas, be willing to hard work, face challenging jobs , loyal to organization, colleagues, boss and also loyal to yours self that is the method of moving up on corporate la dder. QUESTIONAIRES FROM HR MANAGER OF TELENOR:- Q1) Do have career Planning strategy in your organization? Q2) what are the objectives of career planning and management in your organization? Q3) Do you have careered planning strategy in your organization? Q4) Do you assessment/ development centers in organization? Q5) How do you manage individual versus organization related to career development? Q6) Do you think career development is valuable for organization and employees? Q7) How do you make the training plan? Q8) What are the key difficulties and challenges faced by your organization in achieving the career development strategies /objective? Q9)In your estimation are you achieving the desired objectives of career development. BIBLIOGRAPHY:- www. telenor. com. pk www. altavista. com. pk www. google. com. pk ———————– Telenor – ideas that simplify Telenor – to create value for the customer by providing quality services @ affordable price. Training Technical Non-Technical Product Specific IT Based Training Non-IT Based Training Work analysis: Observation Questionnaires Performance review Critical incident Management training Communication training Teams training Group training Sales training Brand training Price training Customer training Determines behavior needed to perform work and performance standard. Examine work requirements, specifications and changes in work Organizational analysis: Discussion Rewards Analysis of meetings Review goals, mission and strategic plan Determine short and long term goal of the organization. Human resource analysis: Observation Records Critical incidents Develop behavior objectives to be accomplished through development programs. Objectives to be used in evaluation of success of program.

Targeting Bilateral Aid For The Poor

The debate over foreign aid has been raging for quite a while now. Some critics have argued that aid does precious little to the poor countries it reaches. Others arguing against this pessimism have stated that aid brings in investment, which then fosters growth. However what is indeed a matter of concern is that most countries do not have the capability of absorbing aid.This is often a function of poor administrative processes, but could also arise out of poor governance structures that allow the siphoning away of funds due to the lack of accountability in these countries. There are a number of instances that are cited by skeptics to argue against foreign aid as it encourages corruption and leakage.De Soto (1989) gives some extremely clear examples of how corruption in developing countries has left the poor miserable and vulnerable. Boone(1994) shows how aid gives rise to varying outcomes in various countries.Weisskopf (1972) had pointed out how domestic savings and therefore domest ic investment gets affected by various kinds of foreign aid and foreign investment. This kind of intervention is not always in the best interest of the developing country.The debateThe issues are several. Donor countries often give aid for specific purposes. However, what might happen at the recipient’s end is that the aid gets diverted. For example, aid for expenditure of health might get diverted to spending on education.This often depends on what constituencies are more powerful in the country receiving aid. The same is true at the donor end, where more powerful lobbies ensure that it is the sector that gets the benefit of aid.Pharmaceutical sectors in developed countries have very often been blamed for diverting most aid into the health sector while the problems afflicting poor nations might be more acute in terms of starvation and malnutrition.Another reason for disgruntlement against foreign aid is that it tends to distort the domestic development agenda and takes it aw ay towards issues that might not be priority areas. Pfaff (2004) demonstrates how the environment debate in the developed world got transferred to the developing countries riding on massive amounts of aid.In the entire environmental revolution that came about in the seventies and the eighties, the industrialized and developed world ties most of its concern over the environment with aid packages. Additionally, what happens is that aid comes in for sectors, which are highly underdeveloped, and therefore the resources required to handle this aid might not be locally available.These resources are usually both human and material resources. With the non-availability of trained personnel in host countries, the modalities of aid therefore ensure that expatriates are then responsible for the distribution and utilization of such aid. Foreign experts are, to say the least, expensive.What adds to the problem is the bias this builds into the entire process. There is already enough suspicion that exists against foreigners. In addition, there is the entire issue of the lack of familiarity with local issues and local priorities.This gives rise to a disgruntlement with the management of aid and with locals feeling left out and the managers feeling uncomfortable; the efficacy of such aid reduces significantly.The foreigner manager has different sets of priorities and an alien understanding of conditions under which the local population understands the need for assistance and this duality of purpose could lead to tension and misunderstanding. How Aid helps bad governments survive By far the most stringent criticism of foreign aid has been by way of the evidence that poorly governments in developing countries have managed to survive because of the aid they are able to attract.These governments have used the aid to push policies in their countries that have been detrimental to the development of markets due to the poor economic and industrial policy environment that has been put i n place. Aid has lead to complacency as some constituencies receive enough sops and therefore do not exert pressure on their governments.Aid gives rise to protectionist measures and the competitive environment that must exist and evolve in developing economies just does not come through.Therefore poor governance continues to thrive and the dependence on foreign aid becomes perpetual. Krueger (1974) shows how this situation helps rent seekers in developing societies thrive on the poor state of political processes, especially in times of economic distress.What has also been observed that aid that comes tied to certain conditions, forces structural adjustment programs on countries that are unable to protest.However unwillingly, these countries must undergo painful reforms to satisfy the conditions laid by donors. This has often resulted in large reductions in public investments and in subsidies to the targeted poor. The famous examples where such pressure has caused domestic damage are in the structural adjustments that were forced upon Argentina, Brazil and Mexico.With pressure on them to reduce fiscal deficits, these countries went in for stringent reform measures leading to high inflation and acute stagnation. Locke (2001) shows the extent to which governments can pressurize other nations to manage policies to restructure economies in a particular fashion.However it must be pointed out that this debate is not one sided. There are countries like Zambia that have been at the receiving end. With aid increasing annually over the seventies and the eighties, the economic situation in Zambia went form bad to worse. On the other hand is Ghana in the same region.Here aid helped foster a friendly environment for the domestic policy to correct itself and help the local economy grow. In Zambia, increased aid coincided with poor policy, while in Ghana as aid levels went up, there were marked improvements seen in the fiscal and monetary sectors as also in the external secto r with trade policy improving considerably.Levinsohn and McMillan (2005) argue that aid to Ethiopia actually was pro poor and enabled the country move towards food sufficiency and food security by ensuring that the poor were given access to food supplies. Â  The authors show how households, especially the very poor, benefited when aid went into the provision of wheat in Ethiopia. The paper further argues that the very poor actually benefited the most in this process.

Singapore Exchange and the Australian Securities Exchange Assignment

Singapore Exchange and the Australian Securities Exchange - Assignment Example The above proposal of SGX– based on an offer of $8.2 billion – has been considered as an important initiative for strengthening the financial performance of both markets involved (Jakarta Globe 2010); moreover, the local economies will be benefited – both in the short and the long term. The key advantage of the new group – the one resulting from the merge of the above two exchange markets – will be related to the following fact: Australia has significant and adequate resources while Singapore is well known as a powerful marketplace and it is also directly linked with the Chinese market (Jakarta Globe 2010). It should be noted that the decision of leaders in Singapore’s SGX to propose a merger between their organization and the ASX has caused severe turbulence in the Asian market. The new group,  as resulted from the above merger, will be quite powerful. For Australia, the specific merger is related to a series of benefits. At a first level, the resulted group will have a capitalization of about $12.3 billion, i.e. it will be fifth in the list of the most powerful exchange groups worldwide (Jakarta Globe 2010). Of course, it would be quite important that Australia would keep its control on its market (D. Horsfield in Wen et al. 2010). It seems that such risk is not involved in the particular project; in fact, in the relevant proposal it is made clear that the two markets will remain independent – as separate legal entities – and will be regulated in accordance with the local laws (Laible 2010); in March 2011 the above proposal was changed incorporating the rule that each of the exchange markets will be equally represented in the board of the new organization (Lee 2011).  In terms of its benefits, the particular merger would lead to the establishment of ‘a single multi-asset platform lowering trading costs and increasing technical efficiencies’ (Laible 2011); the above fact would result to t he increase of the number of investors.

Influences of Language on Society Research Paper

Influences of Language on Society - Research Paper Example However, for a term to qualify as slang for a particular group of people it has to be accepted by everyone. The people for whom it is meant for must feel comfortable enough using it as part of who they are. This is because slang is usually an embodiment of a people’s attitudes, practices, and beliefs. It should make people feel close to each other because of what they have in common. Slang can grow big and even spread to other subcultures and clans based on how popular it has become in the region of its use. It has no limits whatsoever. The requirement for one slang term to survive is that it must be adopted and taken in by as many people as possible. When slang becomes extensive, it is even adopted into society as part of the formal and standard language. Now, slang is so much a distinguishing factor of many groups of people that the effect it has in today’s society is immense and impossible to ignore. Sadly enough, the impact is greatly marked by class separation amon g people who use different types of slang according to their clans of origin. History of slang Slang was invented to reduce the fast-changing rate of both written and spoken language altogether. In the Middle Ages several writers came up with varied pronunciations and dialects which were branded the name ‘slang’. ... After all, criminals need to speak in their own coded language which no one, but themselves can understand. However, when its usage began to spread the society as a whole became alarmed. As more and more people adopted the English Criminal Cant, the intellectuals became concerned for the education of their children. Teachers advised their pupils not to indulge in the English Criminal Cant (then, already slang), claiming that it was misuse of English Slang started to be used in well-known plays by scriptwriters. Due to British colonialists many people knew most slang words all over America and Britain. Events such as the civil war enhanced the spread of slang as well, Scholars were embracing the new language with a positive attitude. â€Å"Slang as a wholesomeof common humanity to escape the form of bald literalism and express it illimitably (Thorne, 26). Slang was developing a new status during that time. People no longer associated it as a language of criminals and foreigners. Afte r the World War 1, society craved entertainment and what better what to entertain that to use slang. Now slang has been diversified in America to suit the needs of different cultures. One of the most common types of slang is the African-American slang. The root of all forms of slang is embedded in other languages. Slang shamelessly borrows words from other languages and twists, others would say corrupts, those into words much simpler, perhaps shorter, and much more easily understood. In short, slang borrows other languages’ words and changes them into something more comfortable for a set group of people. Majority users of slang in society today Slang is highly widespread in the society today. As mentioned earlier,

In relating to the surrounding culture in a post-Christendom world, Essay

In relating to the surrounding culture in a post-Christendom world, what lessons should the Church learn from the pre-Constanti - Essay Example In the twenty-first century the broadly Christian basis of society has given way to something much more diffuse. In particular the absence of a Christian values to underpin governmental regimes is resulting in an increasing number of potential conflicts between Church and State, and suggests that the Church needs to find ways of adapting to a new role outside the main value system of the majority of people. This paper examines the situation of the pre-Constantinian early Church and the way it related to the cultures surrounding it. The Church’s early relationship with Jewish, Roman and Greek culture is examined, and experiences gathered in this pre-Constantinian period are applied to the contemporary situation of the Church, showing that in terms of identity, ethnic relations, attitudes to war, social customs and political engagement, the modern Church has much to learn from its own earlier history. In modern times, as in pre-Constantinian times, Christianity is not the accept ed â€Å"norm†, and its doctrines are not perceived as the core values of society at large. Instead of sustaining and promoting a stable Church/State symbiosis, which we see in the post-Constantinian conceptof â€Å"Christendom†, the Church finds itself on all fronts in danger of entering into conflict through contamination from and resistance to the surrounding cultures. The implications of isolation from the dominant norms are perhaps most significant in the area of evangelism. In pre-Constantinian times, as in present time, any Christian outreach work must start from an assumption that people will require intensive mentoring, apprenticeship and instruction in even the most basic doctrines.1 Nothing can be taken for granted, in terms of factual knowledge or moral training in the family, and the position of outsider that the modern Church occupies means that it must find ways of operating that help to clarify, define and maintain its position in relation to a somewhat hostile environment . The first lesson that the modern Church must learn from this earlier stage in its history is therefore to revisit and re-emphasize its core message through teaching of basic Christian facts and principles. One aspect of early Church history which has perhaps been underplayed by later commentators is the extent to which it harmonized with the cultures around it in the very beginning. An important factor in its first spurt of growth was its focus in cosmopolitan centres, where a multitude of different cultures co-existed with each other without any problem: â€Å"Absorption and adaptation were to mark the progress of the church both in east and west so long as it remained predominantly urban.†2 The trading cities of the Mediterranean were a melting pot for different races but also for different ideas, and the fledgling church took advantage of this relative freedom to develop its structures and systems, often taking selected elements from different cultur al groups around them. Celebration of the Jewish Sabbath, for example, was a custom that was adapted for Christian use but was clearly borrowed from the Jewish tradition. Much of the rhetoric and some philosophical texts for exposition and teaching were borrowed freely

Analyzing a movie Essay Example | Topics and Well Written Essays - 1750 words - 1

Analyzing a movie - Essay Example In addition to aspects of gender, age, and culture, the film explores the plight of someone who has a same sex sexual preference who lived his life without the fulfillment of love because of social class and cultural barriers that tore him from the man he would love for most of his life. Love is explored on a number of levels, discussing sexual identity and social position as they can be related one to the other. The film The Best Exotic Marigold Hotel (2011) has a rich foundation from which to study various aspects of cultural anthropology from the perspectives of gender, age, culture, and sexual identity. Through an examination of this film, stereotypes that have emerged from colonialism and the changes that have occurred through Westernization become important parts of the development of the story and the characters. The first aspect of the movie that is most obvious is the discussion of how older people can very easily become disenfranchised as they age out of their careers or marriage arrangements. One of the couples, played by Bill Nighy and Penelope Wilton, lost all of their money on a venture that they invested in with their daughter (IMDB). As he went into retirement, they found they could not afford anything but a small home intended for people who were infirm and unable to fully take care of themselves. They choose to follow an advertisement on the internet where a hotel in India was willing to pay for their flights in exchange for them living at the hotel. Dame Judi Dench plays a woman who had entrusted all of her decisions to her husband and upon his passing found that he had left her penniless (IMDB). Rather than imposing on her children and in the process losing her freedom, she too chooses to go to India. The situation of the couple and of Dench’s character show how the event of getting older can lead to situations where deep changes in life can occur. The culture of the elderly is a conflicting space in which older people, through

Project Planning Essay Example | Topics and Well Written Essays - 1750 words

Project Planning - Essay Example This project plan would help in optimally utilizing the available resources. Designing WBS in a proper fashion will help to understand the cost control techniques and the scheduling techniques that are needed to be adopted to ensure a smooth flow of operations in order to complete the project within the pre-determined time. Proper planning forms the backbone of any process or task that needs to be accomplished successfully. Planning would help to understand the resources that would be needed to complete the project and whether those resources are available or not. It would also enable in understanding the risks that are associated in completing the project within the stipulated time frame. To meet the project deadlines, the suppliers need to be identified. Local suppliers should be contracted to avoid the possibility of construction bottlenecks resulting from the non availability of raw materials at the required point of time. Distant suppliers should not be contracted as this would incur additional costs and make the accomplishment of the project objectives difficult within the specified timeframe. ... Measures should be taken so that the suppliers get to know when the stock has to be replenished and they can accordingly supply the raw materials which would ensure smooth flow of the construction process. Planning should be done to implement quality checks at the right time so that all the suppliers supply the same quality of raw materials. Being the project manager, it needs to be acknowledged that poor raw materials can pose as a potential blockage to the successful completion of the project. Usage of poor raw materials can lead to the crash of the newly constructed extension of the building. This might harm the inhabitants of the house and cause serious damages. So as a project manager, stringent quality checks must be installed to ensure that such type of incidents does not occur. Moreover, as the company has planned to outsource the work related with the fitting of Corgi boiler, extensive research should be done to identify the contractors to whom this work can be outsourced. Tenders should be invited and the contractor who has quoted the lowest price and at the same time offers quality services, should be chosen as the right person to do the necessary electric works. The nature of skilled workforce required to meet the project deadlines should be identified and the availability of such skilled workers must be cross checked. As the project is of shorter duration, to control costs, it was decided that daily wage labourers would be used to complete the work. Some workers would be kept reserved so that, if one of the masons' fails to turn up one day it would not create a barrier as far as the completion of the required work on that day is concerned. For developing a proper planning about the

Story of an hour, Lady with the pet dog Essay Example | Topics and Well Written Essays - 500 words

Story of an hour, Lady with the pet dog - Essay Example I feel that Chopin does a very effective job with using descriptive words and putting the reader in the scene with the characters. She also allows the reader to see Mrs. Mallard’s emotions very well. At first she is sad and nearly sobbing and compares her to â€Å"as a child who has cried itself to sleep continues to sob in its dreams.† The reader then sees that she is dumbfounded and unable to think. Then after looking out the window at the sky she begins to feel free. As a reader, it was interesting to see her emotions very clearly and speculate how she really views her husband and their marriage. Perhaps in this story the author is conveying how she views marriage in general, or at least certain marriages. Chopin may view herself as someone who feels more free on her own and not â€Å"tied down† with what she sees as the burdens of marriage. It would be interesting to read more of her stories and find out if this is a theme that comes up often in her writing. The ending of the story is particularly interesting. Mrs. Mallard is obviously very shocked that her husband is still alive. Perhaps it was just plain shock that killed her or the fact that she felt shocked and then trapped and stressed out again.

Module 4,5,& 7 Strategic Management Essay Example | Topics and Well Written Essays - 750 words

Module 4,5,& 7 Strategic Management - Essay Example Expanding abroad is one strategy entertainment / gaming major players resort to in order to make up for slowing returns inside and to avoid prolonged licensing procedures. Further, given heavy investments in real estate developments, a typical entertainment industry strategy for growth (Ross, Keeffe, & Middlebrook, 2006), market expansion based on property development is both an opportunity during booms and a threat during recessions and economic down turns (Stein, 2009). Given no public mission statement exists for Mandalay Resort Group, Mandalay's vision should build upon company's founders' conception of fun, play, and entertainment. Future actions by Mandalay should center on insights possibly translated into following set of goals and objectives: 1. Expanding on concept of "entertainment" such as to, on one hand, approach "gaming" players (e.g. Nintendo) whose main target (teens, young adults, and family) borders on Mandalay's (e.g. themed parks, play areas, and "low roller" clients) and to move away from wrong-doing characterization associated with gaming and gambling industry upon entering markets (e.g. Middle East) whose local cultures regard gaming - and enjoyment of it - as sinful, on another. 2. Considering mergers and acquisitions as facts of a changing industry in which survival can by no means be sustained by older ways of tit-a-tat competition in an infinitely expanding market. 3. Investing wise in real estate developments especially in local market (i.e. U.S.) in which gains achieved during booms cannot be guaranteed at sustainable levels during recessions and downturns - let alone negative public image impressions of a luxurious facility / development, working great as fun and entertainment destinations during booms, but questioned as extravagancies and spoils during hard times. STRATEGIC PLAN FOR MANDALAY RESORT GROUP 5 References Ross III, K. J., Keeffe, M., & Middlebrook, B. (2006) . Mandalay Resort Group. In David, R. F. (Ed.), Strategic management: concepts and cases (10th ed.) (pp. 124-133). China: Pearson. Stein, J. (2009, Aug. 31). Less vegas. Time, 174, 26-33. STRATEGIC PLAN FOR HARLEY-DAVIDSON, INC. 1 Strategic Plan for Harley-Davidson, Inc. [Insert Your First and Last Names] [Insert Name of University] STRATEGIC PLAN FOR HARLEY-DAVIDSON, INC. 2 Abstract This paper develops a 3-year strategic plan for Harley-Davidson, Inc. as of 2004. STRATEGIC PLAN FOR HARLEY-DAVIDSON, INC. 3 Strategic Plan for Harley-Davidson, Inc. Domestically, "Harley-Davidson" echoes quite favourably not only amongst motorcycles owners and fans but also among brand-aware consumers. Clearly, one major asset of Davidson, Inc. is Harley-Davidson

The Sociological Imagination SOC 131 Assignment Example | Topics and Well Written Essays - 250 words

The Sociological Imagination SOC 131 - Assignment Example In the Jakarta Post, Achmad Munjid talks about how religion can be used as a social critique. He commented that the social critique of religion is lessened when religion is controlled too much by those in power. This causes religion to not provide sociological imagination because those in authority tend to make religion as strict as possible, with those unable to keep up being punished for their sins. Munjid gives the example of Christianity under the rule of Constantine. He also makes reference to Islam after the great prophet Muhammad had passed away. Despite these examples, Munjid also mentions such individuals as Martin Luther, the Buddha, and Confucius, all of whom came to bring about social reform through their actions and words. More people today need to come from the point of view of one of these role models and not look to take advantage of

Audience expectations Essay Example for Free

Audience expectations Essay In this essay I will discuss how Arthur Miller set out the first scene of the play, The Crucible to prepare the audience for what the play is about, and how well he did this. I will look at the dramatic devices, language etc.  The play The Crucible has strong links with the USA in the 1950s when communism was a problem. The name of the play creates parallels between Salem 1692 and the USA 1950s. A definition of crucible can be, used to extract impurities this is related Salem 1692 because the judges and townsfolk were trying to purify the village from witches whilst Joseph McCarthy was trying to purify the USA of communists. Peoples views and opinions have not changed since the 1600s and people believe only one way is right, communists and witches are both evil and therefore should be rid of, this is what miller is trying to portray about the world. No-one gets a chance to prove themselves or prove they are good and mean no harm. If you are a witch or a communist you are evil and its not acceptable therefore the only thing to do it get rid of them. This is shown in the play by the fact that lots of people in the village are being accused of witchery, and you die whether you have an excuse or proof that your not a witch, if you admit it you are saved but have to promise you want to come back to the lord but if you are truly faithful to the lord such as goody Proctor, you will not falsely admit to being a witch and therefore will be killed. Miller uses dramatic devices in the play The Crucible, one of these devices is dramatic irony. This is when the audience knows something about a certain character but the other characters dont. They are like secrets no one knows apart from the characters involved. This creates tension as it seems as I everyone is hiding something. Miller uses this technique when the audience knows that Proctor and Abigail had an affair but the other characters are not aware. The audience then gets frustrated because it seems so obvious to them and they want to tell the characters whats going on. He also uses this when the characters dont know that Abigail is lying and the accusations are not real. The audience think it is so simple to realise what is going on because they know there is no such thing a witches. And the audience knows that dramatic irony is a clear device used throughout the play. Exits and entrances are also used in the crucible; this is so the characters can have their private conversations like Abigail and Proctor. This creates confusion between the characters as they all have secrets, this then creates panic of others finding out and this panic can grow like Abigails panic grew for her being found out to be untruthful. This panic grew and grew until she was confessing random names/accusations. I saw goody Sibber with the devil!, I saw Goody Hawkins with the devil!, I saw Goody Bibber with the devil!, I saw Goody Booth with the devil The audience however would know that Abigail and her friends are making it up because there is no such thing as witches. Another technique is the use of offstage action these are events that are not shown but they are mentioned. This is like the affair between Proctor and Abigail, this happens before the play begins. Also the audience doesnt see the dancing in the forest they only hear about it, they dont see it. This is the driving force behind the story; the audience are intrigued by what is going on.  At the beginning of the play there is an overture, Miller begins the play by describing the setting and the scenery in detail, this is so the audience can see what it is like and will help them understand what is going on in the play. A narrow window on the left the detail is important in linking the beginning with the rest of the play, as later on in the play, Betty uses the window, previously described to attempt to jump out of, screaming mama, and this shows hysteria in the play, it is obvious to the audience that introducing themes of witchcraft will cause hysteria. Uncle, themes of witchcraft are all about, all the rumours of witchcraft could have calmed down if Abigail hadnt said Betty had fainted, which is a blatant lie because she didnt know Ruth had apparently fainted as well. We did dance uncle, a bad mistake by Abigail, letting Parris know he was right he was right and therefore giving him more to suspect about witchcraft, and when you leapt out of the bush so suddenly, Betty was frightened and then she fainted.

Financial Analysis of Sainsburys

Financial Analysis of Sainsburys The report is divided into four parts. Firstly, using ratios as a tool will help in analyzing and evaluating the financial performance of the Sainsbury obtained from the 2008 and 2009 annual report. To show the pattern of Sainsburys financial performance for the year 2007 to 2008 a trend analysis will be prepared. Also, developments in the supermarket industry will be analyzed and evaluated for the year 2008 and 2009. Moreover, a What If analysis of the probable financial performance of Sainsburys, had the downturn not occurred. Lastly, conclusion of the report will be discussed how Sainsburys handled the downturn situation to reduce the effect on its financial performance and disclose if the company was prepared. INTRODUCTION The Food retailing Industry is a huge and fast growing industry in UK .It is a complex and is a diverse market dominated by various corporate giants such as Tesco, ASDA, J Sainsburys. Price and quality of goods are the two key elements which the companies keep in mind to increase their sales and defend their position in this competitive market. In the year 2009, food retailing recorded sales figures of GBP 297,478.9 million, along with providing employment to 11.6% of the workforce in UK (Euro monitor, 2010). It is forecasted, by the year 2014 the sales would cross GBP 350,000 million (Euro monitor, 2010). This assignment focuses on the third largest food retailer store in UK, i.e. J Sainsbury. Sainsbury is a super market which will operates its business in retail sector from the year1869. Sainsbury is started by James and Mary Ann Sainsburys. Sainsbury today operates a total of 827 stores comprising 537 supermarkets and 335 convenience stores(J Sainsbury 2010) .With their presence in various other markets such as financial services and Property management, grocery retailing remains their core business. In an industry which employs over 3,335,000 people and with sales figure of GBP 137,590 million (Euro Monitor), Sainsbury enjoys a market share of 16% and serving 19 million customers weekly with a product offering of 30,000 ( J Sainsbury, 2010). QUESTION 1- An analysis and evaluation of the data available in the organizations annual reports. 30% SAINSBURYS RATIOS ANALYSIS According to Maclaney and Atrill (2002), à ¢Ã¢â€š ¬Ã‚ ¦ratios provide an overview of the businesss financial condition. Similarly, Wood (2002) stated, Ratio analysis is a first step in assessing an entity. The effects of the downturn experienced by Sainsbury are demonstrated by the following ratios below. A three year trend analysis will focus on Sainsburys performance two years prior to the downturn and the two years during the downturn. PROFITABILITY RATIOS Maclaney and Atrill (2002, p. 197) stated, Profitability ratios provide an insight to the degree of success in achieving the purpose of the business. RATIOS 2008 % 2009 % 2010 % Gross Profit Margin 5.62 5.48 Net Profit Margin 1.84 1.52 2.9 ROCE(Return on Capital Employed) 7.10 9.46 10.21 GROSS PROFIT MARGIN This ratio tells us about how businesses control its production costs or manage its margins which are made from buying and selling of products. Gross margin is mainly quite stable (in percentage). Gross profit= [Gross Profit / Revenue] x 100 (expressed as a percentage) NET PROFIT MARGIN Net profit tells us about the profitability after all cost are included. It shows what percentage of turnover is repeated by net profit. Net Profit margin= Profit before interest and tax/ sales or turnover X 100 Net Profit Margin increased from 2.97% to 3.56% from 2008 to 2009 which is a 16% increase and by 0.53% over 2006 to 2009. The net profit margin shows how well Sainsburys control its overheads. These increases continue despite the economic slowdown showing their financial power. Because strategic plans were properly planned and executed and sales volume increased without increasing costs. RETURN ON CAPITAL EMPLOYED ROCE is sometimes referred to as the primary ratio; it tells us what returns management has made on the resources made available to them before making any distribution of those returns. ROCE=Net profit before tax, interest and dividends (EBIT) / total assets (or total assets less current liabilities An investor might compare the return on capital employed with the possible return if the money was invested elsewhere. ROCE from 2009-2010 increased from 9.46% to 10.21% mainly because of profit achieved from disposal which is used to finance overall operations. From 2008 to 2009, ROCE decreased by 2.36% because of oil related costs and increased business rates. Therefore, Sainsburys have to plan out some measures to get more profit from the business to attract investors. LIQUIDITY RATIOS ANALYSIS According to Robinson et. al (2009, p.795) liquidity ratios are Financial ratios measuring the companys ability to meet short-term obligations. RATIOS 2008 % 2009 % 2010 % Quick Ratio 0.39 0.31 0.41 Current Ratio 0.65 0.55 0.66 QUICK RATIO Also shows the same above, but excludes stock, which may be difficult to turn into case is some circumstances. Quick Ratio= Current assets less stock / Current liabilities If the quick ratio of the business is less than 1:1, it signifies that the current assets are less and will not cover its current liabilities. It can be seen from the above table that the entire quick ratio are less than 1:1. Again, retailers have their strong cash flow. They can operate comfortably with acid test ratios of less than 1. Nevertheless, Sainsbury has a remarkable debtor payment period and recovered debts quickly even during the downturn. CURRENT RATIO It shows whether the business can pay debts due within one year from assets that is expected to turn into cash within one year. Current Asset= Current assets/ Current liabilities From the above table it means that Sainsbury has sufficient assets to match their current liabilities. The current ration in 2009 dropped marginally below the companys average. The reason for current assets to decrease is by mostly investing thoroughly in long term ventures or because current liabilities are growing at a faster rate than current assets. Sainsbury used their liquid assets to finance their business through marketing and promotions to make it profitable, hence profitable during the downturn. ACTIVITY RATIOS ANALYSIS Robinson et. al (2009, p.789) stated, Activity ratios are ratios that measure how efficiently a company performs day-to-day tasks, such as the collection of receivables and management of inventory. RATIOS 2008 2009 2010 Fixed Asset Turnover Inventory turnover ratio FIXED ASSET TURNOVER RATIO Fixed assets turnover indicates the sales being generated by the fixed asset base of a company, like ROCE, it is sensitive to the acquisition, age and valuation of fixed assets. Fixed asset turnover = Sales or Turnover / Fixed assets INVENTORY TURNOVER RATIO This ratio shows how long it takes for a company to turn its stocks into sales. The shorter the stock days ratio, the lower the cost to the company of holding stock, the value of this ratio is very dependent on the need for the stock and so will vary significantly depending on the nature of a companys business. Inventory turnover ratio = [Stock or inventory / cost of sales] X 365 INVESTMENT RATIOS ANANLYSIS RATIOS 2008 2009 2010 Return on Equity 6.54 5.23 9.51 Earnings Per share 17.4 p 21.2 p 23.9 p RETURN ON EQUITY Return on equity shows how much profit a company earned in comparison to the total amount of shareholder equity found on the balance sheet. For example: profit after taxation and taxation Return on equity= Earnings after tax and preference dividends / Shareholders funds From the above table it seems in the 2009-2010 Sainsburys ROE ratio is very high 9.51 as compare to last year 2008-2009 it was 5.23. This means Sainsburys has earned a good profit and shareholders are willing to invest money in the company and can get better dividend. EARNINGS PER SHARE Earnings per share measures overall profit generated from each share in existence over a particular period. Earnings per share= Earnings after tax and preference dividends / Number of issued ordinary shares. According to the financial statement of Sainsburys the company has issued more shares in all three years 2008 to 2010, that the reason Sainsburys Earnings per share has increased in 2009-2010. The number of shares has increased with the increase in profit. GEARING RATIO RATIO 2008 2009 2010 Gearing ratio 44.62 53.27 48.93 Interest cover 4.75 3.64 6.56 GEARING It shows the debts weight in the capital employed. For example: long term lease agreements involve fixed payments and may be added to both non-current debt and capital employed. Gearing= Long-term debt / Capital employed X 100 From the above table it seem there is increase in gearing ratio from 2008-2009 which means they have many debts to pay. It is difficult to invest money in this year. But, there is decrease in gearing ratio from 2009-2010 which is 4.34 less from last year. So it means it is less risky to invest money this year as Sainsbury do not have many debts to pay. INTEREST COVER This ratios tells us how business can cover the interest payment Interest Cover= Profit before interest and tax / interest charges In the year 2008-2009 the ratio is very reduced which states that Sainsburys do not have sufficient profit to pay interest to its debtor. However, in 2009-2010 the ratio improved which means that Sainsburys earned huge profit and can pay interest to its debtors. LIMITATION OF RATIO ANALYSIS Ratios are very important part in the business. However, there are certain limitations to be aware of: Ratios are only reliable as the data that has been entered. Ratios analysis is calculated from past data and will not help in predicting future. Use of quantitative data- qualitative factors such as skills of the management, rate of change in market and industrial record are also need to b considered. Figures in balance sheet only relate to that day- changes every day and the one chosen on the day may not be typical and thus ratios calculated from that data are not necessarily correct. (http://intranet.bpc.ac.uk/courses/Main/GCE/SfcP/BS/ALevel/limitra.htm) COMPETITORS RATIO ANALYSIS TESCO COMPANY PROFILE Tesco was started by Jack Cohen in 1919. Tesco is biggest food retailer in the world, having 2482 stores in UK and giving employment to more than 472000 people (287669 in UK) who serve millions of customer around the world. Tesco has a largest market in UK, where it operates under signs of Extra, Superstore, Metro and Express. Tesco offers more than 40000 products to customers including clothing and other non-food lines. Tesco enjoy a market share of 31% in UK and operates its business in 13 countries across Europe, Asia, and the United States. Tesco main focus is to provide excellent service to all customers (Tesco, 2010). In the 2010, food retailing recorded sales figures of 42.3 billion (Tesco, 2010) RATIO COMPARISON BETWEEN SAINSBURYS AND TESCO RATIOS SAISNBURYS (2010) TESCO (2010) Current Ratio 1.56 2.93 Quick Ratio 0.41 0.56 Interest Cover 6.1 5.7 ROCE(Return On Capital Employed) 10.21 13.06 Operating Margin 3.56 5.17 Dividend Cover 2.12 2.14 Gross Gearing 48.93 90.94 Return on Equity 9.51 12.04 As per the research and study about the different financial ratios of the two food retailing company in United Kingdom. If we compare the current asset of Sainsburys is 1.56 and Tesco is 2.93 which is 1.37 less from Tesco. Sainsbury need to improve its current ratio by increasing its current assets relative to its current liabilities. Sainsburys can recover its current assets by controlling its companys credit and can recover its current liabilities by reducing short-term creditors. If we compare the quick ratio of Sainsburys is 0.41 which is less than 0.14 as we compare it with Tesco quick ratio 0.56. The decline in Sainsburys quick ratio may have resulted from investing in long term activities. Tesco has enough funds to pay off his liabilities. Both Sainsbury and Tesco have strong balance sheet, interest cover for Sainsbury is 6.1 and on the other hand Tesco its 5.7 which is slightly low from Sainsbury. However, Sainsbury appears to be little better. This collateral allows them to borrow at lower rate and generate cash via sale and lease back schemes if they are in a pinch. Tesco coverage ratio has fallen from 10.6 to 5.7 now because of raising debt in a low interest environment. Return on capital employed (ROCE) of Sainsburys is 10.21 and on the other hand Tesco it is 13.06 which is 2.85 high from Sainsburys. There can be couple of reasons for Tesco of its high ROCE: net profit is increasing without an increase in capital employed or sale revenue is increasing without an increase in cost. Sainsbury have to think about some measures to attract more investors. Operating margin of Sainsburys is 3.56 which is less than 1.61 from Tesco 5.17 operating margin. From the above table we see gearing ratio of Sainsbury is 48.93 and on the other hand Tesco it is 90.94, about 42.01 less from Tesco which means from an investor point of view it is risky to invest in the Sainsburys company. From the above table we see Return on equity of Sainsburys is 9.51 and on the other hand Tesco it is 12.04 which is 2.53 high from Sainsburys. It showed that Tesco has earned high profit and shareholders willing to invest more money in the company and can get better dividend paid. QUESTION 2- An analysis and evaluation of the development in the financial markets during the last two years with reference to their effects on your chosen organization. 20% RECESSION is a normal part of a business phase, though, one-time crunch events can cause the onset of a recession. In the global recession of 2008-2009, many large financial institutions bought their attention to the risky investment strategies. As a result Recession is a normal (albeit unpleasant) part of the business cycle; however, one-time crisis events can often trigger the onset of a recession. The global recession of 2008-2009 brought a great amount of attention to the risky investment strategies used by many large  financialinstitutions, along with the truly global nature of the financial sytem. As a result of such a wide-spread global recession, the economies of virtually all the worlds developed and developing nations suffered extreme set-backs and numerous government policies were implemented to help prevent a similar future financial crisis. A recession generally lasts from six to  18 months, and  interest rates  usually fall in during these months to stimulate the economy by offering cheap rates at which to borrow money. (http://www.investopedia.com/terms/r/recession.asp) Answer Sainsburys works in a highly competitive market. The UK food retailing industry is mainly ruled by four big players- Tesco, Asda, Sainsbury and Morrisons. Together they all control approximately 75% of the UKs market. Market leaders are adopting low cost strategy which is benefited to consumers and increasing demanding. High competition in market makes market leaders to become highly innovative to grow market share by focusing on value, price, advertising and customer satisfaction. Diagram DEVELOPMENT IN THE UKS SUPERMARKET INDUSTRY The supermarket in the UK are no longer controlling themselves to just supplying food products to consumers. In 2008, financial downturn made supermarket industry to spread their risks at a time when food inflation climbed, to diverse into areas such as finance, mobile and broadband markets. This diversification provides opportunities to slowdown sales in food product, as they achieve sales in other areas. In 2008, the supermarket industry recorded  £123 billion in consumer spending a huge difference when compared to  £119.8 billion in 2007. This show clearly to remain competitive their strategies and financial strength were successful during the downturn period. .PESTAL ANALYSIS POLITICAL FACTORS Taxation Policy- rate of corporation tax was decreased by government from 30% to 28%. This means supermarkets profit will be greater by saving substantial amount of money. Government interference- government put his rights of price fixing among major supermarkets which poses a threat as they may have to control prices. ECONOMIC FACTORS Increase in employment- in UK employment figures rise to 164,000 in 2008. Inflation- because of fall in prices of crude oil, inflation rate decreased. Rate of interest- interest were decreased by 2% in 2008, consumer spending were increased. Disposable income- real disposable income can be squeezed as ONS discovered that with earnings growth on a downward trend due to the failing labour market families. This can affect the supermarkets sales. SOCIAL FACTOR Lifestyle changes- people are becoming more health conscious and purchasing healthy foods. During the downturn, people started preparing home cooked meals rather eating out which is expensive due to food inflation. TECHNOLOGY FACTORS Increase in Technology- new technology was adopted to make the service convenient and customer satisfaction which lead to a competitive advantage and increase sales. ENVIRONMENTAL FACTORS Green issues- by using less plastic, recycling wastes and adopting environmental friendly procedures, supermarkets are investing in green issues. Profit are used for this issue but increases sales as more customer demand for environmental friendly products. LEGAL FACTORS Restriction on foreign trade- customer demand for substitutes as goods are becoming more expensive due to imports taxes and tariffs. . EFFECTS OF FINANCIAL MARKET ON SAINSBURY EXCHANGE RATE Weakened sterling caused decrease in the UK exchange rate during 2008-2009. From April 2008 to December 2008, continued decline reaching at 1.0219 GBP which made exported goods cheaper but imported goods were more expensive causing adverse effect on businesses. Sainsburys most food products are imported, with British pound still on Back foot (Coventry 2010), buying products from others countries will be more expensive. This will result in high purchasing costs; ultimately customers have to suffer this. (http://www.economywatch.com/exchange-rate/uk-pound-sterling.html) In 2008, Sainsbury experienced a slow growth when compared to past results. Due to the downturn Sainsbury adapted some measures to increase its profitability in 2009. Some of the changes they made are discussed below. Increase in food inflation, rise in employment and decrease in disposable are the effects of the downturn that made Sainsbury to adapt some changes for a better performance. Household budget were under burden from the effect of the downturn. Sainsbury had to reduce the cost of basic products which customer faced as the biggest squeeze of income in 50 years. To improve layout, increase space, future hedge with suppliers and reduce unnecessary cost, marketing strategy need to be shifted to focus more on cost as well as adjust value chain. As customers were demanding low cost products, Sainsbury adjusted according to demand. Interest rate and CPI annual inflation rate decreased and standard of living changes are also the effects of downturn. Due to decreased interest and CPI inflation rate it benefited Sainsbury as more customers were able to take advantage of lower borrowing. Sainsbury took advantage of this by reducing prices and strengthened marketing of their cheaper own label products. People living of standard changes as the economy dipped, more people decided to make home cooked meals just to reduce the cost attached to eating out. Penny pinched consumer were dependant on Sainsbury to provide low cost vegetables and meats. Competitive rivalry and customer reliability caused Sainsbury to focus more on price, value and advertising while strengthened excellent customer service. Sainsbury annual report (2009) specified that a clear strategy was developed to focus on five areas: Great product at fair prices Additional marketing channels to reach more customers Increase growth of non-foods items Increase space and property management QUESTION 3- What if analysis of the possible financial performance that might have existed had the downturn not occurred. 30% Sainsburys always been challenging to adopt any changes in the market. The condition of the Sainsburys was not bad during the recession period but there were some changes that Sainsbury need to adopt so as to remain competitive. Lets make out what will be the condition of Sainsburys what if there was no financial downturn. Exchange rate would not have decreased which made import goods cheap and export goods expensive. Buying products from other countries would be cheap and because of the high prices of products customer will not be suffered. Decrease in food inflation would not have affected family budget plan which were in downturn period. Basic products were being available at low cost and customers dont have to shift their standard of living as they no more will be dependent on the home cooked products. Sainsburys made a lot of profit during the recession period, if there was no recession Sainsbury would have earned more profit. As the Sainsburys policies are so strong during its recession time they were earning huge profits. So Sainsbury should not change its policy so as to earn more profit because customer are willing to pay high prices for the quality products. As of financial crises Sainsburys manpower were decreased and less people were willing to more work than what was expected on less salaries. If there were no recession then things would have been different, employees would be getting sufficient salary and would have been willing to give best performance. Recruitment opportunity would be more to recruit new employees in the organisation. Due to the competition in the market it leads Sainsbury to focus more on prices and value strengthening excellent services. Sainsburys made some measures to remain competitive. If there were no financial downturn then customers would not have to pay high prices for the products. If there were no downturn then Sainsburys dont have to improve its layout, increase space, future hedge with suppliers and reduce unnecessary cost. Marketing strategy need not to be shifted to focus more on cost instead of giving better services or high quality products to customers. CONCLUSION If we compare the financial performance of Sainsburys from the year 2008 to 2010, we can say it is rising as a company. Sainsburys is earning huge profit every year. There are increasing the share in the market and market is interested in investing the money. There are many improvements that need to be considered if we compare the data from the year 2008 to 2010. Though, if we compare the financial performances of the Sainsburys and Tesco it can be said that Sainsburys are still far behind Tesco. The ratio figures of Tesco states that Sainsburys still need to do strong planning so as reach near Tesco. In the competitive market, investors have a choice of investment.

Qualities And Philosophy Of Leadership In Nursing

Qualities And Philosophy Of Leadership In Nursing The first quality of a good leader is that he has passion for the craft and challenges me to be the best that I can be at whatever I am going to do. If things are made easy or handed to you, you wont work as hard to accomplish it. You are already aware of the outcome and it is always in your favor. A good leader challenges your highest level of your ability and always expects the best from you. He wants you to put your best foot forward and rewards you when you have done your best. A good leader always sets a good example because he leads by example. If your leader is unprepared, unmotivated, has no confidence and has lost his passion then you will be the same way. Your leader always needs to be #1 because he wants the same determination from you. A good leader finds ways to keep his team motivated and you will always benefit from his experience. A good leader always offers a complete explanation of the job to be done. He always offer clear and consice directions so that you will do a great job the first time. A good leader always wants his team to be successful with every task because that reflects back to him. Some of the traits of a good leader are that he is always visible. In order to provide strong leadership he needs to have a strong visual presence with the workers. They need to see him in the middle of a task working along side them getting the job done. He needs to be available for questions, comments and just general discussions. He needs to always be in the forefront so that the followers can have him at their disposal when needed. Another trait is that a good leader always needs to be consistant. Dont be a bully one day and try to be friends with your followers the nest day. Changing styles only confuses the followers. . Stick with one style of leadership. Those who look to you for leadership must know what to expect, that is consistency on a daily basis. Also, make decisions consistently. It is so important not to let your personal feelings cloud your decisions. Stay focused on the situation or issue, not on any one particular person. Many times we are more connected with some workers than others. Never let the work relationships change your response. Treat all employees equally and with the same amount of fairness. Always treat employees with the same amount of respect, showing favoritism makes you a terrible leader. Enforce the rules fairly. Try to always include employees in finding better solutions to problems. A good trait of the leader is to ask open ended questions, asking questions is always a great conversation starter. When you include your followers it always makes them feel like an important part of the team. Always encourage suggestions for improvement and changes that will set your team apart. The leader improves the team by listening to them, discussing and challenging their skills and complementing on a job well done. Set the tone for the work environment. An optimistic attitude from a leader can excite and motivate the team to always do the best job they can do. Confidence is contagious; so is having none. Employees feed off the tone that leaders set. A good leader is an encourager and always says well done or thank you when the job is finished. Many times leaders make mistakes, they are human beings just like everyone else. They arent perfect and will make many mistakes. But a good leader says, I made a mistake. Every team member will have more respect for the leader if they are always open and honest about all events. Honesty is always and forever the best policy. Leaders make the mistakes of sometimes putting business before people. Being insensitive and having a I am the king attitude, recognizing the outcome when it is good and not the people who do the work. My preceptor Mrs. McKenzie is a wonderful leader. She is always ready to teach you something new and has the confidence that I will do a good job. She is a good leader because she doesnt have the Im the teacher, youre the student attitude. She is always open to suggestion and the many questions that I have for her each and every time I am in clinic. When there is a code or another stressful situation she never looses her cool. She is full of useful information for both myself and the doctor. Ms Angela who is the charge nurse that is over the ER, now when I first met her she seemed cold and stuffy but once you see her in action she wants the students to be involved in all aspects of patient care. She even informs the MD on duty that they have a student and makes sure you are in the middle of everything that come thru the ER. The positive traits I noticed on my clinical rotation is that all the floors I have been on are all about team work. When a new patient comes in no matter whos patient it is all the nurse converge on the room and make sure the core nurse has all she needs. One nurse starts the IV, one nurse disrobes the patient, one nurse applies the ECG leads and the other starts the initial assessment along with the vital signs. As the student if you dont move fast you will miss out on everything. Students needs positive roles models and positive feedback to make sure that what they see in their nursing rotations make them a good nurse throughout your entire career. Many things make you a reliable nurse but I believe proper training and education plays a large role in being able to perform effectively, thus increasing reliability. The negative traits that I have observed is that some nurses dont want to have a student or a oriente for that matter. They forget that at one time they were a student or a new nurse on the job. They just want to have less intereference as possible to make their day go by. You are not allowed to ask them any questions or be in their patients room. I observed nurse not always using the proper techniques for different duties around the hospital. They are not washing their hands between patients, they arent using sterile technique when necessary and sometimes just over looking hospital protocol all together. The one negative trait that I will never possess is that I will never be a nurse because of the pay, I will always be the kind of nurse that loves nursing and that is why I do it everyday. I will never forget where I came from and treat someone like they are less than me because they work in a different area than me. I will never be the type of nurse that speaks negatively about a MD or a nurse in front of the patient or anyone else for that matter. More than likely I am a transformational leader. I work well with others, I have been trained and highly motivated with everything I do. I love to see people do well under the title that they work. I always try to be a good example and promote nothing but positive attitudes in the work place. I provide the guidelines and would allow the employees to do what they do. I like this style because it utilizes the skills that you know your employees already have, it makes them into their own leaders. My peers come to me for advice on a daily basis because they know that I really have a No-nonsense attitude when I am working towards something. I offer strong but friendly words of advice and never sugar coat anything to them. When a plan needs to be made normally I am the one who implements the stages. To my friends I am a strong leader because I get it done and take no excuses. Now will that make me a good RN? I hope so, but time will tell. A RN has to be a strong selfless leader who never turns down a challenge unless it is unsafe for the patients. Always ready to give the right information when needed and always learning new things everyday. How was your day as team leader? As a team leader, it wasnt anything different for me. I had a job to do and got it done in the safest, quickest manner it could be done. What is a true team leader? As stated by Wikipedia ,A team leader or team lead is someone (or in certain cases there may be multiple team leaders) who provides guidance, instruction, direction, leadership to a group of other individuals (the team) for the purpose of achieving a key result or group of aligned results. The team lead reports to a project manager (overseeing several teams). The team leader monitors the quantitative and qualitative result that is to be achieved. The leader works with the team membership The nursing profession is no different than any other profession when it come to leadership. Leadership is critical to managing patients toward optimal clinical outcomes. Changing patterns of care delivery and constrained resources require nursing leaders to be responsive, demonstrate flexibility, and hold what Kantor describes as the C skills: know the concepts and principles of leadership, demonstrate competence in the role of leader, and make the interpersonal connections needed to be successful in the role. 1 Mergers, flattened organizational structures, and increased spans of control have resulted in heightened nurse executive role expectations. The literature reflects the call for extraordinary nursing leadership, with articles describing the importance of leaders incorporating multiple theories into practice, including transformational leadership, organizational empowerment, and care-centered governance. What did you learn? What is your personal philosophy of leadership? I believe that nursing is a profession when using the criteria that Pavalko used to define the eight dimensions of a profession. I plan to show that nursing has relevance to social values, education, self-motivation, a code of ethics, commitment to life long work, a theoretical framework, and that there is a common identity. Additionally, I will discuss how the ADN prepared professional nurse has many roles, such as a caregiver, teacher, advocate, manager, colleague, and expert. It is my opinion nursing is a remarkably rewarding profession that consists of various obstacles that are triumphed over in order to pave the way for a rewarding and honorable future. There are many significant achievements accomplished by nurses in todays society including the values instilled in our social lives, as well as the education attained by individuals in order to seize the ability to give great care to the community. I believe it takes a unique type of person with a great deal of motivation and ambition to be capable of performing as a caretaker for others. It is crucial to believe in what you are doing by always using superior judgment, and by following the Code of Ethics in each decision you make in your working institution or at home with friends and family. Using the term Career in regards to nursing seems to be an understatement of my outlook on this astounding health care position, I have always considered this opportunity as a permanent gratifying commitment not on ly to myself, but to all of those whom rely on my specialized training and care for their well being. Although maybe not suitable for each person, nursing is a profession of choice for general public to apply themselves to if they so desire. There are numerous different regulations and system policies the nurses adhere to in order to maintain safety and quality care for all people. I believe nursing colleagues may be able to unite as one group with the same values in their trade in order to work harder on leading by example, and following each others strategies as well; furthermore, overcoming the obstacles of modern day traditional standards and excelling beyond the current generations outlook of the nursing profession. Nursing leadership and management is crucial in the foundation of nursing care. There is a direct correlation between leadership and quality of care. Poor nursing leadership leads to poor patient outcome and, inversely, good nursing leadership leads to excellent patient outcomes. I believe that a profession has a commitment to a lifelong work because you get involved in your establishment. It is very hard for me to think of leaving the nursing field, or the hospital I work in now, because there are so many people relying on me for my knowledge of this hospital. I have grown attached to those I work for and with. The rules of this hospital differ from others and after familiarizing myself in such depth here I could not just leave in hopes of finding another place to be so comfortable or appreciated. However, in todays generation many nurses do not feel the same way. There are many nurses that choose to work short term in one hospital and then leave to work in another facility. Due to this constant battle for hospitals and other health care provider facilities to keep continuous adequate nursing staff, the United States has had to find other means of populating our health care systems. For instance, According to the American Hospital Association, 17% of hospita ls recruit from abroad to fill nursing vacancies. New Trends in foreign Nurse Recruitment, Texas Nursing Voice, April, May, June 2008.