Analysis Of The Story Three Little Words - 991 Words

Three Little Words Ashley is a young woman like many in today’s society born in 1985 to a single, teenage mother. However, her story is a success story. Therefore, she survived, although all odds were stacked against her. Due to her mother’s inability to provide for her, the Florida Foster Care System was her home from the tender age of 3 until her adoption at the age of twelve. During that decade, she resided in 14 different foster homes along with her brother. During this period, her brother and other children endured an abusive life which included beatings with a wooden paddle, starvation, made to drink homemade hot sauce, molestation and verbal abuse which led Ashley and her brother to attend a different school each time their foster home changed. She witnessed the tragedy of her uncle being shot and she experienced her own tragedy when thrown from a moving vehicle. This type of upbringing would lead one to believe that her life would not amount to anything and torn by the f act that she was not residing with her family. However, subconsciously, when she needed reassurance, her paternal mother’s words to her would always surface in her mind, â€Å"Sunshine, you’re my baby and I’m your only mother, but you must obey the one taking care of you but she is not your mama†. This was my first audio book project and it was surreal! Ashley’s appeared as though the she was reliving her childhood demons as well as the angelic portion of her life. The project wasShow MoreRelatedSupernatural Essay1273 Words   |  6 Pagesis present in the three short stories through use of word choice, plot, and dialogue . D. Transition: Authors have many ways into expressing the supernatural, one of them is through word choice. All body paragraphs should have quotes from the stories and from outside sources. You should have at least 3 quotes from each story and at the very least three quotes from outside sources that are not definitions. There really should be 9 II. Body paragraph 1---Word Choice A. IntroductionRead MoreDirected Reading-Thinking Activity919 Words   |  4 PagesSelection (narrative, informational text, or story): Where Butterflies Grow by Joanne Ryder | |Directions | |See text page 215 and 363 for details and examples. If you are not presently teaching, you can still conduct this activity with at least three elementary aged | |children. Read MoreDefinition Of Vocabulary Terms After Reading1676 Words   |  7 PagesEnglish /Language Arts Gloria can suggest important vocabulary terms after reading. Gloria can reflect on her thoughts and edit her ideas of key concepts from reading. Gloria can read 2nd grade passage, with oral reading at 80 words per minute. Gloria cannot fluently read words containing consonant blends and digraphs, which keep Gloria from reading fluently at a 3rd grade level. Access to General Curriculum Statement: Gloria’s inability to read fluently at a 3rd grade level impedes her access to generalRead MoreChildren s Literature : Research Paper1570 Words   |  7 PagesWorld of Possible).† E. B. White died on October 1, 1985. E. B. White has many stories behind all of the books that he has written. Mr. White lived on a farm in Maine and he took care of many of these animals. This is how a lot of his books were written. Some books to mention that his animals made it into his books are Stuart in Stuart Little, Charlotte in Charlotte’s Web. 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The story begins withRead MoreThe Rattler Essay1641 Words   |  7 PagesLiterary Terms to Know Literary Term | Words that mean the same or can be used in conjunction with the term. | Style Analysis | Author’s use of styleAuthor’s use of languageAuthor’s use of rhetorical strategies | Tone | Mood, Attitude | Diction | Word Choice, Language, Figurative Language,Figures of Speech | Detail | Imagery | Point of View | Narrator, Perspective | Organization | Narrative Structure: chronological order, cause and effect, order of importance, flash-forward,Read MoreCultural Analysis Of Huntington Bank1568 Words   |  7 Pagesopportunity to analysis what happens every day as I move forward in my career. This report contains an important cultural analysis of Huntington Bank, and gives insight to people about the elements, the function of the stories, and how the organization has become a culture. Cultural Analysis 1. The best way to get the best insight or impression on an organization is by focusing on its cultural symbols like, practices, facts, vocabulary and more. Huntington Bank shows those three symbolic elementsRead MoreAnalysis of The Escape865 Words   |  4 PagesAnalysis of the story â€Å"The Escape† by W.S. Maugham William Somerset Maugham is one of the best known English writers of the 20th century. He was not only a novelist, but also a one of the most successful dramatist and short-story writers. Maugham wants the readers to draw their own conclusion about the characters and events described in his novels. His reputation as a novelist is based on the following prominent books: â€Å"Of Human Bondage†; â€Å"The Moon and Sixpence†; and â€Å"The Razors Edge†. ThoughRead MoreEssay on Analysis of The Use of Force1135 Words   |  5 PagesWilson Mr. McKinnon English 1001 13 September 2011 Analysis of â€Å"The Use of Force† Williams Carlos Williams applies both internal and external conflict to his short story,† The Use of Force.† The narrator struggles with how he should help cure an ill but stubborn child. Is he acting forceful because he is trying to help the patient, or is he actually enjoying being malicious towards her? To make a short story even shorter, this story is about a doctor who was called by a sick child’s parentsRead MoreAnalysis of A Good Man Is Hard to Find1221 Words   |  5 PagesErica Lynch October 24, 2005 English 113(03) Research Project #1 A Good Man Is Hard To Find Flannery OConnor Jackson Jeen Alves. Good Man. Racism Examples. Retrieved 20 October 2005. Summary In this short story A Good Man Is A Hard to Find there is a lot of racism going on in it. The grandmother is racist because she is a Southern white old woman who does not like as she called them Negros. The grandmother is very much stuck in the old days and will not look

Rhetorical Analysis of a Visit to the Town Park Essays

Peeking beauty at Town Park I am surrounded by the splendor of the nature. On a moderately sunny morning, birds are peeping while sitting on the gigantic mature tree in the park. The stream of water rising from the fountain is crafting a magical melody. The mesmerizing winds have imprisoned everyone’s attention. The bright colorful flowers are depicting the charms of their juvenile. Different pleasant sounds in the environment are contributing to the concerto of nature. Leaves rustling in the cool breeze are an amazing part of the environment. A young couple sitting on the bench beside the fountain is relishing the pleasant sight. Gloomy sight at Town Park Gloominess prevails the environment. On a partly cloudy day, the parched leaves fall†¦show more content†¦In the pleasant description, I discussed the chirping of birds. I have discussed the sounds of water in the fountain and the rustling of leaves due to cool breeze. This description emphasizes the fact that the weather out there is very pleasant and the people sitting there are relishing the moments. While the leaves rustling was creating an amazing environment, there were also some dead leaves in the fountain decaying over days and months contaminating the environment. I also skipped some details in order to maintain the mood and tone. In my pleasant description, I skipped the dead and decaying leaves settled in the fountain bottom, while discussing the stream of water rising from the fountain. The reader could have got a negative impact of a good place had I mentioned the garbage details in the positive description. Similes and metaphors also helped me writing the description. The water from fountain crafting a magical melody depicts the beautiful environment out there. The rustle of leaves portrays the grace of nature. The bright colors of flowers have strong resemblance with juvenile period of human being, which makes the description more pleasant. Similarly, gloominess specifies sadness in the negative description. Reflection While writing this assignment, one thing I learned is that it is not that much easy to write on the environment even if we seeShow MoreRelatedCritical Metaphor Analysis Approach7941 Words   |  32 Pages | I. INTRODUCTION II. OBJECTIVES III. MAIN CHARACTERISTICS OF METAPHOR IV. METAPHOR AND OTHER LANGUAGE FEATURES ANALYSIS OF MARGARET THATCHER’S SPEECH TO 1987 CONSERVATIVE PARTY CONFERENCE IN BLACKPOOL V. CONCLUSION VI. REFERENCES VII. APPENDIX I I. ------------------------------------------------- INTRODUCTION Read MoreCarol Ann Duffy Poems Analysis8144 Words   |  33 Pagesis adopting an undisguised didactic stance. 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Organisational Analysis: Notes and Essays Page i Page ii Please do not attempt to eat these notes. CONTENTS Introduction to the Workshop Topics And Themes The Nature and Scope of Organisation Theory Levels of Analysis The MetaphoricalRead MoreIntercultural Communication21031 Words   |  85 Pagesanthropology study to comparative culture study, with a new focus on the interaction of people from different cultures. This focus continues to be central to the present time. b) Hall shifts the study of culture from a macro perspective to a micro analysis. This shift encourages the study of intercultural communication in terms of the practical needs of the participants in communication. c) Hall extends the study of culture to the field of communication. His extension gradually develops a link betweenRead MoreLanguage of Advertising20371 Words   |  82 Pages INTRODUCTION This graduation paper is devoted to the investigation of peculiarities of advertising language. 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Employee Relations - Legislation & Employment Relations

Question: Describe about the Employee Relations ,Legislation Employment Relations. Answer: 1. An employee agreement consists of all the essential terms and conditions between the employer and the employee. It includes the entire responsibilities which both the parties to the contract have toward each other. The main purpose of an agreement is mutual benefit. The New Zealand government has made it statutory to prepare an agreement in between the employer and the employee. It is mandatory for all the organization to prepare the agreement as per the applicable act. There are various acts whose motive is to safeguard the interest of the employees from exploitation. A contractual relation helps in securing the rights at the time of breach of duty by any party. As per the case study for the employees who are working on the roster basis in the caf, the owner is recommended to draw a contract as directed by the law (Employment rights.2016). The employee agreement is a statutory necessity which is the duty of every employer not to overrule any legal rights which are guaranteed by t he law to the citizen (International Business Publications, USA.2013). An employee agreement includes all the clauses related to: Minimum Wage Act 1983 Wages Protection Act 1983 Holidays Act 2003 Privacy Act 1993 Parental Leave and Employment Act 1987 Health and Safety in Employment Act 1993 Equal Pay Act 1972 Human Rights Act 1993 It is the duty of the employer to include all the essential clauses of the abovementioned law before preparing an employment agreement (Paying employees.2016). Employment agreement Application The parties The parties to this employment agreement are: Coffee Corner Limited, the "Employer". Ms. Joanne Jones, the "Employee". Position The employee is being employed as Cashier. Duties The general duties and responsibilities of the employees are mentioned in the agreement and the employee has to adhere to all the lawful instructions given by the employer. The company and worker may alter the job description with a mutual consent. In case of major changes the employer must propose it through restructuring process. Terms Place of work The place of work for the employee will be Riverstone Place, Auckland CBD. Hours of work The employee has to work on roster schemes which are for 40 hours each week. The work hour will be 7 am - 4 pm with a single weekly off. The timing will be based on the roster basis. The employee must be available to work more than the agreed number of guaranteed hours. The employee will receive reasonable compensation for providing services in case of urgency. The employer has to inform the employee 3 days in advance before making any change in the roster system. In case if the roster falls on Monday that turns out to be a public holiday, the staff is entitled to receive a pay of 1.5 times. Rules, policies procedures There are certain rules and procedures which are mandatory for the employee to follow The employer will dictate all the guidelines pertaining to the employment to the employee. The employee must follow the guidelines regularly. The employer has rights to introduce relevant changes in the employment with a prior notice. If an employee fails to follow any of the guidelines, the employer has right to take a discrepancy action. Uniform professional presentation The company requires employees to meet up personal presentation necessities. The employer will provide a uniform to the employee which they must wear during the working hours. They have the responsibility to clean it and carry it and return it in case of end of job. The employee agrees to present themselves properly as per the requirements of the nature of the job. Remuneration and Benefits Payment of wages The employer will pay the employee $ 17 per hour. The salary would be paid fortnightly into the nominated NZ bank account. Kiwi Saver The employer has to make a contribution into the kiwisaver scheme as per the law the current rate of employer contribution is 3% of the salary/wage. The employee has to take decision regarding the contribution. In case of non- confirmation the default rate would be applicable. The amount of superannuation will be taxed as per the current law. The employee has the right to opt out with a prior notice (Retirement saving made easy.2016). Commission The employee will be paid a commission of 10% in case of achieving the target which are subject to change. The commission will be reimbursed into the NZ account on every month. Overtime If an employee works for more than the usual work hours in a week, the employer will pay $ 18 per hour. Pay review The employer may revise the pay of the employee on the basis of the employee performance in every six months. Any hike in the employees wage depends on the employer decision. Leave Public holidays The employee has no obligation to work on the public holiday until and unless being asked. The employee will be pay 1.5 times of the average hourly pay. Annual leave If an employee has worked for more than 12 months, he/she are entitled to get four week off. The employee has to apply for the leave and should take prior confirmation. Mutual consent in between the employer and the employee is essential. A 14 days prior notice is mandatory in such a case. Sick leave The employees can take up to 5 days off due to sickness or injury. They have to inform the employer on phone or through e-mail. They must inform it to the employer in case of availing sick leave. If the employee has taken sick leave, he/she has the right to take leave in advance/ Parental leave The employee can avail parental leave to take care of his/her parents as per Employment Protection Act 1987. Leave for other reasons An employee requires leaves for any community services. He/she has to send a prior notice to the employer regarding the leaves. The employee has a right to take leave under any such circumstance which he feels is essential. However, he will not be paid in such a situation. General Provisions Indemnity The employer has a duty to legally protect the interest of the employee against any damage to his life. The employment has a duty to protect the employee by training the employee regarding the job safety measures. The employer will cover up the loss caused during the employment in case of employers negligence. Loses doesnt include the expenses and the liabilities which are: Their own negligence Breach of duty Any unlawful act Or any fault committed by the employee Disputes Resolving employment relationship problems An issue between the employer and the employee should be resolved mutually. The employee must try to resolve the dispute regarding the employment with the employee first. It is recommended to discuss an issue mutually without any third party interference. In case if the problem is not resolved the employee can reach to the government authority to submit the plea Ministry of Business, Innovation Employment, helps in resolving the disputes in between the employer and the employee/ A union or an advocate A lawyer. The employee can appeal to the employment relation authority to resolve the matter, if it is a personal grievance; the employee has a period of 90 days from the time of the actual occurrence of the problem. Some of the part of the process is chargeable for to the employee The employee can seek advisory to resolve the dispute in employment. Termination Employee protection provision Employees are given special protection in case of restructuring of the business as per the employment relations act. All other employees This clause is applied when the employer wants to restructure the organization due to any of the condition. The employer for that purpose must inform the employee through a prior notice about the reason for such change. The employee will give a prior notice 14 days before introducing any such change. The employer will: introduce the employees to the new employer will inform the employees about the coming task and challenges tell them about the things to be discussed Moreover a senior representative will be hired to inform the employees about the new changes All the statutory information need to be shared with the employees. In any such situation the employers will initiate such terms and conditions boost the new employer about the essential information related to the employee whom is to be initiated as per the act should inform the employees regarding the outcome of the meeting. Whether the employer has to terminate the old offer or to introduce a new offer as per the new employer The employee has to transfer all the entitlement to the new employer which is necessary as per the act: should inform the opportunities related to the existence in the employment Any new change regarding the entitlement is necessary to be informed while making consideration The employee in this case will confirm any such contingency and should inform employee. Voluntary Resignation The employee has to inform the employer in case if he/she voluntarily leaves the organization. One month prior notice is mandatory before leaving the organization. In case if the employee doesnt inform the employer. The employer has rights to forfeit his wages and can take legal action against him. Suspension In case of ample of sufficient reason against the employee, the employer has a right to expel the employee. The serious allegations found during the work hours which includes serious misconduct or any harmful activity against the organization. The employer secures all the rights to suspend the employee. The employee will not be paid for any misconduct. The time period will be measured after the investigation. The employer has right to file a complaint against any unlawful act committed by the employee. Force majeure The employee knows that his/her services will be terminated due to occurrence of any Natural disaster like earthquake, tsunami, etc. In such a situation the job of the employee will be terminated. The employee has no right to claim remuneration during the period of disaster. But the organization will pay the wages for the time period for which the duty are delivered Acknowledgement Employee acknowledgement Mr. Andy provides an employment Agreement to Ms. Joanne Jones Signed by:.............................................................. Date:.......................... (Employment agreement builder.2016) In signing this agreement, I Ms. Joanne Jones accepts the terms and conditions of my employment as Mentioned in the above agreement: I have read the provisions which are mentioned in the agreement and have received a copy of the agreement. I have given right to get an independent advice related to the terms and conditions and I have received ample of time to take decision I have mentioned the terms and conditions above and the employer has responded well while dealing with the issue. I have informed my employer regarding any health issue or any medical condition I am going through and has submitted all the documents related to it I assure that there are no legal issues which stops me to work with your organization The information furnished by me is true and if the employer come across any immoral information, he secures right to suspend me I will inform the organization any additional information which is necessary to be incorporated as per the Companys policy I have all the rights to work in New Zealand and there is no legal matter against me. Signed by:.............................................................. Date:.......................... 2. Issue The case is related to the privacy concerns at the workplace which the employees of the organization are facing. Buy Me Limited has recently witnesses theft of valuable items from its warehouse. The manager conducted an investigation and found that some of the employees are responsible for the theft. Due to a rise in the theft at the warehouse the manager installed surveillance camera to keep a check on the activity of the employees in his absence. The cameras were installed without prior information to the employees. However the cameras were motion sensitive and works only in the presence of someone. The employees get to know about the installation when two employees were caught with the stolen property. The case is related to the Privacy Act 1993 which is related to the concern of the employees at the workplace related to the interference made by the employer. Is installation of camera and microphones are violation of privacy rights under the Privacy Act 1993 Law The governing law is the Privacy Act 1993 which safeguards the interest of the employees to protect them against any privacy issue. Other applicable law is the Employment Relations Act 2000 (The privacy law1993.2016) Applicability Video surveillance is increasing day by day at the workplaces especially at the retail store. It helps in safeguarding the interest of the property and people by capturing the evidences. Moreover the employees perform well when they are surveillance. The act doesnt restrict implantation of the cameras but restrict covert surveillance. The privacy is a most important issue growing with the rapid growth in the technology (Taylor.2015). The employers are using the technology to keep surveillance on the employee. Recent era has seen change in the employment pattern where the employees are keeping a check over the activities of the employees. The technology is assisting them to stalk on the activity during the working hours. The various technologies which are been used by the employers are: Checking on their internet and e-mail activities GPS tracking devises on their phones and vehicles Video cameras and micro phones at the workplace By measuring time which is spend on phones (Rudman.2013). Covert Surveillance It is a general phenomenon these days that the employer is putting surveillance cameras at the workplace to keep a check over the activities of the employees. If the employer discusses the purpose for such installation it might defeat the purpose. However as per the Privacy Act 1993 intruding in employees activity is unlawful. It is recommended by the law to inform the employees about it in advance (Privacy at work.2008). In certain cases covert surveillance is accepted when the purpose for such installation is to catch any particular employee who is involved in any suspicious activity. The purpose of installation is to secure property of the organization. It should not include any detrimental functions which may harm the other employees (Goh.2001). In an another case lawLawless v Comvita NZ Ltd(2005) and Witehera v Penguin Wholesalers Ltd(2008)the company has installed number of hidden cameras at the workplace to keep a check on the activity of an employee who was involved in mischievous activities. The court stated that employer intention was to safeguard the interest of the organization (Around the traps - July 06.2016). The Privacy Commissioner in 2003 has stated that the use of cameras at the locker room is not interfering in the privacy and doesnt hamper the right of the employees. The case is related to installation of the cameras and microphones without any prior information which is against the Privacy Act 1993. The law covers all the aspects related to the privacy concern of the individual. As per the given situation there is a breach of the employees rights (Bell.2014). In Wellington City Transport Limited v Paualaisa Ors, the employment authority upheld that hidden camera surveillance at the work place is misconduct. It was further stated by the authority that the employees must be informed before inviting any such change (Case Note 38463 [2002] NZPrivCmr 11 - Union objects to employer searching cars and bags on worksite.2013). Although the intention of the manager of the Buy Me Limited is to safeguard the interest of the goods which were stolen from the Companys warehouse but the law doesnt permit installation without a prior notice to the employees (Lin.2016). Conclusion The company has rights to install cameras but with the prior information to the employees. In the above mentioned case it has curbed the privacy without prior intimation. But under certain circumstance when any particular employee is curbing the individual rights than the employer has a right to install camera Otherwise the Privacy act 1993 makes it mandatory for the employees to intimate them in advance before incorporating any such changes. 3. As per the given case study the company has received a Notice to Commence Collective Bargaining from the union. To proceed further the company needs to prepare itself against the bargaining procedure. It is necessary to take a decision regarding the team which will participate in bargaining procedure. Only the employer and the union can participate in the bargaining procedure. Parties are recommended to resolve their workplace issue by themselves but collective bargaining provides a special privilege. Firstly the company needs to choose a person who has competency in bargaining. The Employment Relations Act 2000 set the rules to initiate the collective bargaining. Engineering and Fabrication Co Ltd has to adhere to section 31(c) Part 5 to recognize the rights of the parties to the collective bargaining. The act ensures that the union and the employers must deal with each other in good faith. The aim of the act is to create good relations in between the employers and the union. Good faith relates to dealing with utmost honesty without misinterpreting or misleading the other party. The party to the negotiation should establish and maintain good relations. They should ensure that the employer and the union share healthy relationship. If the bargaining procedure is in good faith it provides an opportunity to make a successful implementation of the agreement. It not only safeguards the interest of the employees but help in stopping the actions like strikes and lay off. The provision related to good faith helps the party to persuade further to achieve the motive. Good faith ensures that the parties to the collective bargaining disclose material information to the other party. Good faith is a concept which helps in the mutual benefit of the company and the union. The Employment Relations Act 2000 promotes the concept of good faith where section32 specially mentions that the union and the organization should not mislead each other. Collective bargaining is a systematic procedure which provides guidance to both the parties should meet each other to meet the purpose. The party to the negotiation has a right to communicate to each other the necessary information. In the given case study EFCo has a duty to follow the provisions which are mentioned in the act. Both the parties while negotiating should promote the mutual interest. Clarity in communication is essential while initiating collective bargaining as per the act. It is the duty of the employer to frame the rules and guideline with the mutual consent. EFCo should discuss all the terms and conditions before passing the agreement. The employer has to bargain in good faith if the employees are not in agreement with any of the provision. The parties to the negotiating agreement should provide clear information. None of the party should provide misleading information to the other party. In such a situation there is a need to keep independent reviewers who act as a mediator in between the negotiating parties. An independent reviewer is a person who is appointed by the mutual consent. Section 34(3) of the Employment Relations Act 2000 provides the rule pertaining to the role of an independent reviewer while collective negotiation. The section 34(5) of the Employment Relations Act 2000 describes the role of the Independent reviewer in case of a conflict. His duty is to keep the discussion confidential during the collective bargaining (Preparing for bargaining.2016). The recent amendment in the Employment Relations amendment act 2014 and the employment relations amendment act 2010 has come into existence from 6 March 2015. Section 38 of the act is been revoked for the similar purpose (Employment Relations Act 2000). According to section 39 of the act, it is the authority of the employment court and the authority to approve good faith in between union and employer. It is the duty of the party to the negotiation to prove whether they have worked in good faith or not. If the party has enough resources to prove that it has worked in good faith than the court may consider it. The new amendment has made a provision where the union and the employer are not requiring entering into a collective agreement. The employer may deny on the basis of the Section 3.1 which states that they can disagree on any of the matter which is included in the collective bargain (Law changes to collective bargaining.2015). However it is the duty as per the act to inform the union about such a change. As per the new amendment it is not necessary t conclude the collective bargaining, however the union and the employer can deal in good faith. As per the recent amendment the employer cannot refuse to deny the terms and conditions which are mentioned in the contract because they have an objection against the bargaining principles. The act still have provisions related to the section 4 and section 32 which states that party into the contract must act in good faith( Code of good faith in collective bargaining.2016). References Around the traps - July 06.2016. Online. Retrieved from: https://www.conflictsolutions.co.nz/index.php?option=com_contentview=articleid=62:around-the-traps-july-06catid=45:around-the-traps-chris-rowes-newsletterItemid=73 Accessed on: 12 October 2016 Bell, P.2014. USING CAMERAS IN THE WORKPLACE WHEN IS IT APPROPRIATE AND WHEN IS IT NOT! Online. Retrieved from: https://www.intepeople.co.nz/using-cameras-in-the-workplace-when-is-it-appropriate-and-when-is-it-not/ Accessed on: 12 October 2016 Case Note 38463 [2002] NZPrivCmr 11 - Union objects to employer searching cars and bags on worksite.2013. Online. Retrieved from: https://privacy.org.nz/news-and-publications/case-notes-and-court-decisions/case-note-38463-2002-nzprivcmr-11-union-objects-to-employer-searching-cars-and-bags-on-worksite/ Accessed on: 12 October 2016 Code of good faith in collective bargaining.2016. Online. Retrieved from: https://www.employment.govt.nz/starting-employment/unions-and-bargaining/collective-agreements/collective-bargaining/good-faith/code-of-good-faith-in-collective-bargaining/ Accessed on: 12 October 2016 Employment agreement builder.2016. . Online. Retrieved from: https://www.employment.govt.nz/starting-employment/employment-agreements/employment-agreement-builder/?url=/er/starting/relationships/agreements/builder.asp Accessed on: 12 October 2016 Employment Relations Act 2000.2015. Online. Retrieved from: https://www.legislation.govt.nz/act/public/2000/0024/latest/DLM58672.html?search=sw_096be8ed813a7c64_collective+bargaining_25_sep=1 Accessed on: 12 October 2016 Employment rights.2016. Online. Retrieved from: https://www.newzealandnow.govt.nz/work-in-nz/employment-rights Accessed on: 12 October 2016 Goh,J.2001. The Single Aviation Market of Australia and New Zealand. Psychology Press International Business Publications, USA.2013. New Zealand Business Law Handbook: Strategic Information and Laws. Int'l Business Publications Law changes to collective bargaining.2015.Online. Retrieved from: https://www.mbie.govt.nz/info-services/employment-skills/legislation-reviews/amendments-to-the-employment-relations-act-2000/law-changes-to-collective-bargaining. Accessed on: 12 October 2016 Lin,T.2016. Surveillance of workers risks breaching privacy laws. Online. Retrieved from: https://www.stuff.co.nz/business/industries/75839806/Surveillance-of-workers-risks-breaching-privacy-laws Accessed on: 12 October 2016 Paying employees.2016. Online. Retrieved from: https://www.business.govt.nz/staff-and-hr/managing-employees/paying-employees Accessed on: 12 October 2016 Preparing for bargaining.2016. Online. Retrieved from: https://employment.govt.nz/starting-employment/unions-and-bargaining/collective-agreements/collective-bargaining/preparing-for-bargaining/ Accessed on: 12 October 2016 Privacy at work.2008. Online. Retrieved from: https://privacy.org.nz/assets/Files/Brochures-and-pamphlets-and-pubs/Privacy-at-Work-2008.pdf Accessed on: 12 October 2016 Retirement saving made easy.2016. . Online. Retrieved from: https://www.kiwisaver.govt.nz/ Accessed on: 12 October 2016 Rudman,R.2013. New Zealand Employment Law Guide (2013 edition). CCH New Zealand Limited Taylor,C.2015. Employee surveillance: whats legal? Online. Retrieved from: https://www.hrmonline.co.nz/news/employee-surveillance-whats-legal-203142.aspx Accessed on: 12 October 2016 The privacy law1993.2016. Online. Retrieved from: https://www.legislation.govt.nz/act/public/1993/0028/latest/DLM296639.html Accessed on: 12 October 2016

Revitalization Movement an Example of the Topic Government and Law Essays by

Revitalization Movement As a being in this world, a person could have the advantageous and disadvantageous ability of being able to create a certain change. We have the power to influence change however big or small it may be. It would be advantageous since we could create a change for the best and it is disadvantageous since we could also influence change for the worst. Need essay sample on "Revitalization Movement" topic? We will write a custom essay sample specifically for you Proceed University Students Very Often Tell EssayLab professionals: Idon't want to write my paper. Because I want to spend time with my friends Essay writers suggest: Entrust Your Essay Paper To Us And Get A+ Online Essay Writing Company Essays Online For College Cheap Writing Service Reviews Cheap Essays Not Plagiarized A similar concept with what was said above is the concept of revitalization movement. This is usually the religious movement that could create a certain change in society (Smith). It was believed that the religion could pave the way into generating a certain change in the social sphere and in this aspect it could be seen that this could become a certain political movement. A good example of this movement is the Ghost Dance. This is a ritual among the Indians during the "white" colonization. It was said that this ritual signifies that sometime in the near future, the colonizer will no longer rule the land but they would become part of the land and the land proper ones more (Liggett). This has become a religion and plenty of the people converted to this religion. Their ceremony had ended up in a massacre were numerous Indians died. The uproar that the religion and ceremony had created a change in society since it was a way to get the colonizer to listen. Another example is the Cargo Cults where this religion focuses on the belief that a certain cargo, just like during World War II, from the supernatural would arrive for those who believe (Glines). The idea here then is that certain changes happen in society by using religious mean. The Ghost Dance Religion had at some point created an unknowingly tumult against the colonist by claiming the religion. The Cargo Cult, on the other hand, had also generated a societal change especially when it comes to war. Revitalization Movement could still extend to a more political pursuit just like the Black Nationalist but this would have to be a pure political movement. What is essential in this concept is its religious aspect. WORKS CITED Glines, C.V. "The Cargo Cults." Journal of the Air Force Association 74.1 (1991). Liggett, Lori. "The Wounded Knee Massacre". 1998. 1890s America: A Chronology. August 14 2007. Smith, Court. "Definitions of Anthropological Terms". Anthropological Resources. (June 23, 2007).

States vary in laws related to passive or assisted suicide. What are the laws on this issue in your state essay

States vary in laws related to passive or assisted suicide. What are the laws on this issue in your state essay States vary in laws related to passive or assisted suicide. What are the laws on this issue in your state? essay States vary in laws related to passive or assisted suicide. What are the laws on this issue in your state? essayAssisted suicide is known as euthanasia. Euthanasia can be classified as active and passive. Active type of assisted suicide is based on taking the affirmative steps aimed at the end of life, while passive type is based on failing to take the proper steps which leads to the end of life. Today states vary in laws related to passive or assisted suicide because there are different views on this issue.   In some states, the established laws and regulations prohibit healthcare providers to provide assistance in the act of committing a suicide, while in other states, there is a belief that assisted suicide should be â€Å"available at least for certain categories of patients† (Margolis 8-25). Today assisted suicide is legal in the states Oregon, Washington, Montana, Vermont, and New Mexico. In other states, assisted suicide in considered to be illegal (Assisted Suicide L aws in the United States). The state of Georgia has developed fair laws regarding assisted suicide based on the end of life decisions.In 1994, the Georgia legislature passed the law that discouraged practicing passive or assisted suicide. That law was associated with the case of Dr. Jack Kevorkian, a well-known Michigan pathologist, who began to speak openly about the so-called assistance he provided to more than 100 patients. As a result, many states decided to make assisted suicide illegal or involve the permission of those who want to commit a suicide. In 2012, the Georgia Supreme Court ruled that a â€Å"law aimed at controlling assisted suicide was unconstitutional, a decision that is likely to help shape the national debate over the practice† (Severson). The Georgia law explains the act of promoting assisted suicide as a real criminal action. In other words, in Georgia, the legislation does not prohibit all types of assisted suicides, but only those cases in which †Å"assistance had been promoted and in which steps were taken to help carry out the suicide† (Severson). According to the new law, any person who assists another person in committing a suicide shall be considered guilty of a crime and shall be punished by imprisonment for not less than one year and not more than ten years.   If a healthcare provider is convicted of taking steps in assisting a suicide, his/her license or registration shall be revoked. According to researchers, â€Å"Georgia is now in the position of being the wild, wild West for those who are promoting doctor-assisted suicide† (qtd. in Severson 1). Besides, in Georgia, the laws permit the natural process of dying, which stands for removing artificial life support, including such practices as â€Å"artificial respiration, intravenous nutrients when a person cannot eat, or keeping the heart beating through small electrical shocks† (Georgia Euthanasia Laws). This fact means that the patient must giv e his consent to remove artificial life support.Thus, it is necessary to conclude that in the state of Georgia, assisted suicide laws are aimed at forbidding this type of practice. Georgia’s law regarding assisted suicide states that mercy killing is not legal because it cannot be approved in any way. However, the state permits the natural process of dying through removing of the artificial life support, if this act is pursuant to the living will of a patient.

Compressed Natural Gas Conversion Companies

Compressed Natural Gas Conversion Companies Continued high gas prices have increased interest in compressed natural gas conversion kits and installation. There are a number of considerations before making the decision to convert your vehicle. However, if you plan to make the switch, the following is a list of companies providing kits and/or installation for CNG conversion. The following information (presented alphabetically) is an update to an earlier version of this list. These are the companies weve found that currently sell and/or install CNG conversion kits. CNG Conversion Companies A-1 Alternative Fuel Systems claims to have all thats necessary to convert your vehicle to CNG. They are based in Fresno, Calif. For more information, visit A-1 Alternative Fuel Systems. Agility Fuel Systems provides engines and conversion kits that are both EPA- and CARB-certified. They have products available for most GM and Ford vehicles. Visit Agility Fuel Systems to learn more. Alternative Fuel Systems of St. Louis specializes in CNG and LP vehicle conversions and compression systems. Learn more at Alternative Fuel Systems of St. Louis. BAF Technologies Inc. is a subsidiary of Clean Energy Company. Its alternative fuel vehicle upfitting capabilities include aftermarket CNG conversions of Ford-manufactured vans, cutaway shuttles, taxis, pick-ups, and light-duty trucks. Learn more at BAF Technologies. Baker Equipment is based in Richmond, Va., and converts OEM gasoline engines to run on CNG, offering sales, installation, and services throughout the eastern US. Learn more at Baker Equipment. Clean Fuel converts fleet and personal vehicles to run on CNG, specializing in EPA-certified conversions for sedans and light-duty pick-up trucks and vans. It operates conversion facilities in Texas and Oklahoma. Learn more at Clean Fuel. CNG Interstate notes that its compressed natural gas systems are aftermarket performance parts and do not change your vehicle’s current fuel injection system nor do they tamper with the Federal Emission Standards. CNG Interstate must equip your vehicle with your new kit. For more information, visit them at CNG Interstate. Energy and Water Solutions offers two types of conversion kits for gasoline engines and a low-cost kit for diesel engines. Find out more at Energy and Water Solutions. Environmental Vehicle Outfitters designs and installs alternative fuel systems for fleet and consumer cars, SUVs and trucks. Based in Marina del Rey, Calif., you can find more information at Environmental Vehicle Outfitters. FuelTek Conversion Corporations core business is the conversion of on- and off-road vehicles to CNG or LPG vehicles. Although located in the Denver metro area, they work with a network of providers in a number of states. Learn more at FuelTek Conversion Corp. Hendrix Industrial Gastrux provides EPA-certified conversion kits for a number of vehicles. They do not offer do-it-yourself kits; conversions must be done at their facility. Learn more at Hendrix. IMPCO Technologies is a business unit of Fuel System Solutions, Inc. and designs, manufactures, and supplies alternative fuel components and systems. For a full line of products and services available, visit IMPCO Automotive. Landi Renzo USA has acquired Baytech Corporation and now offers a dedicated CNG kit for GM 6.0L and 8.1L engines, as well as the Ford 5.4L engine. The company installs, calibrates, and provides extended service for its EPA and CARB certified systems. Learn more at Landi Renzo. NatGasCar Company has introduced a Dodge Ram 4.7L Conversion System, beginning with the 2010 model. To learn more, visit NatGasCar Company. NaturalDrive operates in Arizona and offers OEM-style retrofits with no underhood wiring modifications. They partner with a number of automotive facilities to offer CNG retrofits and warranty service in several states. Learn more at NaturalDrive. Omnitek Advanced Technologies offers proprietary technology for converting diesel engines to natural gas. The company says it has 5,000 systems installed worldwide. Visit Omnitek Engineering, Corp. for more information. Productive Concepts International is based in Union City, Ind., and claims to be the only high-volume production line in the US capable of almost any alternative fuels conversion, including CNG. For more information, go to PCIs website. Phoenix Energy Corporation offers CNG conversion, installation, and refueling equipment in Alabama and surrounding states. They are a registered contractor for the federal government. For more information, visit Phoenix Energy Corp. RGR Alternative Fuels is a Nevada-based certified dealer and installer of EPA-certified bi-fuel CNG conversion systems. For more, visit RGR Alternative Fuels. Thigpen Energy Services, LLC provides CNG conversion services. Learn more about this Texas-based company at Thigpen Energy Services.

Corporate environmental management (Business Subject) Assignment - 1

Corporate environmental management (Business Subject) - Assignment Example Xerox was fortunate to have many of these business ethics in place in the European operations already, and leadership with the vision to capture the competitive advantage that good environmental stewardship might provide. Besides, it was the right thing to do. Because Xerox had earned a large share of the copier market, the Federal Trade Commission required Xerox to abandon its patent to allow more competition. Xerox lost market share and was forced to reorganize to liven the company. Nine divisions were created which largely acted as separate companies. But each specialized company became closer to their customers and could respond to the market more quickly. Through the years, Xerox became more involved in local environmental issues and supportive of environmental health for their communities. From the total quality management (TQM) program established in the early 1980s, Xerox moved to a TQM for environmental issues. Now, the employees would be involved in stewardship of the syste m. Five programs were initiated: cartridge recycling; supplies; asset management; waste reduction and recycling; and employee involvement. The big idea involved minimizing the environmental impacts of the supply chain through the life cycle of the products. This implementation required each machine, part or shipping material to have a secondary purpose or a recycling design use. The company adapted the Environmental Protection Administration program to reuse, repair/reprocess recycle or dispose of properly, in that order. Asset Recycle Management (ARM) policies were adopted to organize the effort to reuse and recycle. Machines were handled in house while cartridges and parts were remanufactured by suppliers. The next evolution of the process was Design-For-Environment (DFE) which involved engineering each component with the lifecycle in mind. Each component’s raw materials and design would involve the choice of recyclable materials or reusable parts. The stated goal was 0% wa ste in the manufacturing processes for any new product by 1997. Obviously, a very lofty goal even today. The measurement of this goal involved a minimum 90% reduction in waste. The evolution of this business ethic required only 30 years. Xerox accepted a leadership role in environmental stewardship. Is this an appropriate goal? Xerox followed proper management techniques to reduce regulatory impacts and market its leadership of environmental citizenship. Considering the increased demand for government intervention in environmental stewardship regulations and the personal tragedy of contaminating their neighbor’s groundwater, Xerox acted responsibly to take a leadership role and mitigate any potential damages. Then, one step further, tried to eliminate future risks. Looking at environmental stewardship as a risk management tool, simple compliance, due diligence and integrated risk management are the options offered to corporate management. Simple compliance implies a change in process each time a new level of compliance is mandated. Due diligence implies staying one step ahead of new compliance levels. Risk management suggests retooling operations to eliminate as much environmental risk as possible to reduce the regulatory risk. Risk management is a sound business strategy; environmental stewardship is a sound ethic which can be exploited in marketing. Where on the matrix of strategies does Xerox belong?

Attila the Hun Term Paper Example | Topics and Well Written Essays - 500 words

Attila the Hun - Term Paper Example Very little is known about Attila’s childhood except that, at the young age of twelve, he was sent to the Roman Court as a child hostage (Matyszak 14). A child of the Romans was sent to the Huns in Attila’s place. When he was twenty-seven years old, Attila’s uncle, Rugila, died and left Attila and Attila’s brother, Breda, the Empire of the Huns. Prior to Rugila’s death, to prevent the Huns from invading, Rugila made it a requirement of the Romans to annually pay the Huns money. When Attila and Breda took over the empire after Rugila’s death, the Romans ceased paying the money, prompting Attila to invade the Eastern Roman Empire. Attila’s fierceness motivated the Romans to never miss a payment again, though they had to start paying double the original amount. After Attila’s success in making it clear to the Romans that he was the man in charge, he then decided that the same should also apply to his brother. Tired of sharing his rule, Attila and his allies murder Breda. With nobody standing in his way of being the emperor, Attila had no problem taking complete charge of his empire and the surrounding areas. To make his strength known among others, Attila raided the Eastern Roman Empire once again, in 447 AD and conquered the Thermopylae. After his success, Theodosius II, the ruler of the Roman Empire, resigned the peace treaty, though now Attila was expecting him to pay four times the original amount to prevent being invaded again. Attila had a winning streak, one that was successful more out of evilness and threat than actual luck, but it was not meant to last. Though he instilled his terror throughout the hearts of everyone who knew him, he still met his downfall in 450 AD during a war against the Western Roman Empire. Earlier that year, Attila had received a letter from Princess Honoria of the Western Roman Empire asking for his hand in marriage so that she could escape an unwanted impending marriage. Attila declared war against

Product â€Amazon Kindle Fire Essay Example for Free

Product –Amazon Kindle Fire Essay Products are not only the physical goods that we typically think of them; they also include services – sometimes as a different product and many a times as an extension of the product itself. At the heart of every product (or service) is providing value to consumers and getting value in return from them in the form of profits. With virtually every attractive market flooded with numerous competitors, service as an extension of the product offered sometimes becomes the point of differentiation (Zappos. com) and some other times becomes the USP of a product (Dell computers and Southwest Airlines). This extension of the concept of a product which strives to add value to the core product benefit encompasses what we can call as an ‘augmented product’. The concept of the augmented product can be better illustrated with the diagram shown in Appendix 1. Even while competing with hordes of similar products, the Kindle Fire is much more than just another ‘Me too’ tablet. It is a media device, not a substitute for the ipad or the PC. It is simply a device you can use to read books, watch videos, listen to music, play simple games and connect to the web. It is a platform to make Amazon products and services easily accessible. Amazon is a global online retail behemoth which I feel it can leverage very well to spur the growth of a host of its product offerings placed on its Kindle Fire platform. Thus, it really is a bundle of a variety of products and this combination makes it an interesting concept. However, will this strategic move really have any effect on Amazon’s bottom line is still to be seen. Interestingly, the sales numbers of the device don’t say anything about the success of the strategy, the effect of these sales on the bottom line (if people spend on the website services) will hold the key for the company. There are mainly 2 types of Kindle Fire devices available – advertising subsidized and the one without advertising on it. Amazon is, like many other tech players, interested in controlling the underlying system – end-to-end customer interaction. Reports say that the advertising subsidized versions are doing much better sales than the premium version. Pricing The real beauty of the product is its pricing when compared to similar products by Apple, Samsung and Google. The pricier tablets out in the market do offer sometimes larger memories, better picture quality, better screen resolutions, cellular capabilities; the Kindle fire still provides the biggest bang for the buck. The additional features like profile sharing capabilities with innovative content filtering capabilities coupled with Amazon’s huge collection of books, music, movies, games and other such applications make this product well worth its cost. Amazon is trying a revolutionary new strategy on its kindle products – it is selling the hardware at cost to drive its sales of online media products (which enjoy higher profit margins) through their hardware platforms. This is notably different from Apple and Google who make money on every product they sell (Apple even boasts of such a value added services based eco-system). Amazon’s strategy has historically been customer-centric and the Kindle Fire fits perfectly into their strategy going forward. With cheap hardware, it retains present customers and attracts thousands of new ones every day. Place Place is one of the factors that can work both in favor and against Amazon. Amazon wants to sell the Kindle Fire in the countries it can and already does sell its online services. It makes absolutely no money on the devices sold unless people respond to their ads and spend on their website. Currently, the device will be up-for-sale in the US, a few European countries, The major location for sale of the devices is the website itself which saves overhead costs but limits customer reach to a certain extent. Many customers like to see, compare and play with their products to convince themselves of its value. This makes it tougher for the Kindle Fire to compete with other tablet products that have wide physical presence in the market. This can be turned to say that Amazon controls its product strategy and the message it wants to reach the public. Promotion Kindle Fire is being portrayed as a device the whole family can share and use. The new Kindle FreeTime feature enables a parent to filter content available to kids and kids can enjoy an interface and appearance more appealing to them. Amazon, like many other tech companies, does not really appreciate the use of ‘Marketing’ terminologies internally but acknowledges the importance of the marketing tools of consumer-centric approach and a unified strategic approach to all of its products. Amazon thinks of itself as an innovative technology company and does not like to allocate too many resources to the traditional mediums of marketing – like the print or TV ads. Word of mouth is a big positive factor for Amazon’s products. Mr. Jeff bezos, the founder and CEO of Amazon has himself said that they make no money on the hardware but expect to make money on the services (Razor and blades strategy). This is a very bold new approach and is yet to be proven successful or otherwise. This created a media buzz which reached the public (which is the end goal – to reach the mass). Mr. Bezos has appeared on some other shows and has been present at press conferences to address questions, to derive as much promotion from every public event as possible. Kindle has also been placed in visual and spoken product placements multiple times in popular TV series like ‘The Big Bang Theory’ and even featured on the Oprah Winfrey show (with Jeff Bezos himself) and her website (a short tutorial video featuring Jeff Bezos again). Present status Customers began receiving their Kindle Fires on November 15, 2011, and in the following December, customers purchased over 1 million Kindle devices per week. International Data Corporation (IDC) estimated that the Kindle Fire sold about 4.7 million units during the fourth quarter of 2011. Recently, the Amazon Kindle Fire helped the company beat their 2012 first quarter estimates. As of October 2012, the Kindle Fire is the second-best-selling tablet after Apples iPad, with about 7 million units sold according to estimates by Forrester Research.

How Priestly Uses the Characters to Represent His Own Views on Society :: An Inspector Calls Edwardian Society Essays

How Priestly Uses the Characters to Represent His Own Views on Society The play "An Inspector Calls" is set in 1912 but was written in 1945. Edwardian society at that time (1912) was strictly divided into social classes and over two-thirds of the nation's wealth was in the hands of less than 1% of the population. Below the very rich were the middle classes (doctors and merchants, shop workers and clerks), after that came the craftsmen and skilled workers. At the very bottom of the social ladder was the largest class of all - the ordinary workers and the poor, many of whom lived below the poverty level. The men of industry treated the workers very badly and they were paid pittance. This caused workers to become better organised and strikes were becoming more frequent as they demanded better conditions and higher pay. J.B. Priestley was writing the play for a middle class audience and was trying to speak up for the working class by showing how the Birlings and Gerald Croft were all involved in making a young working class girl's life a misery. Priestley wants to show us that we have a responsibility to others to act fairly and without prejudice and that we do not live in isolation. Our actions affect others. This is the concept of collective responsibility. Priestley says, 'things could really improve if only people were to become more socially responsible for the welfare of others'. We have to confront our mistakes and learn from them. The play starts off with the Birling family celebrating their daughter's engagement to Gerald Croft. The family included Mr Birling, Mrs Birling, Eric Birling, Sheila Birling and Gerald Croft. Arthur Birling is glad because Gerald is the son of his business competitor and it will be a merger of businesses. Through the middle of the dinner there is a knock at the door. This is where we meet inspector Goole. He tells the family that a girl has committed suicide and that in one way or another they are responsible. Mr Birling was responsible for sacking the girl from his factory. Sheila Birling was responsible because she got the girl sacked from a shop where she works. Eric Birling was seeing her but the broke it off, and Gerald Croft was having an affair with her but he also broke it off. All of their morals are tested and they are all put to the test because none of them really know the truth about what they have done until the inspector brings it out of them. After the inspector goes the family finds out that he was a fake and that no girl had died.

Ethical Behavior and Machiavellianism Essay

The term ethical behavior is considered to be that behavior which is morally accepted. It is laid on the foundations of doing the right thing which is morally accepted. Machiavellianism is considered to be the behavior which is adopted to mislead and swindle others for personal benefits and profit. This paper seeks to analyze and evaluate the relationship between ethical behavior and Machiavellianism. Machiavellianism Machiavellianism is considered to be a widespread stereotype of ethical behavior. It is expected to be a supplementary construct that influences ethical behavior and ethical reasoning procedures. The concept was introduced by Niccolo Machiavelli who wrote ‘The Prince’ which is a guide for acquiring power and using it. The main method for attaining power which he suggested was using manipulation. Hence, Machiavellianism is tendency and inclination of an individual to do whatever he or she wants in order to get his or her way. Machiavellian Principles and Ethical Conduct According to Machiavellian principles, there is clear and well-defined difference between reality and ideas. For example, equality and equity are idealistic values but partiality and bias is found every where. Ethics can direct and manage the private sector but expediency governs the public life. Consequently, an individual can be good at home but has to survive in professional life (Nelson & Gilbertson, 2002). Furthermore, Machiavellian principles dictate individuals to understand that there are no absolutes in workplace but only restrictive constraints which are applied based on the situation. It also states that success is the factor which can determine right and wrong. Virtue which is a type of ethical behavior is equal to power and competence in reaching goals. It also states that a virtuous man should think about himself when it is essential. Literature Review Experiential work also indicates that Machiavellianism influences ethical behavior. Cable and Dangello have recognized and acknowledged Machiavellianism as a qualities and characteristics which were found in graduate business student’s ethics research. They also conducted a second research in Lebanon which indicated that Lebanese consumers who are residing in political turmoil and war are more Machiavellian and less humanistic (Cable and Dangello, 2000). Another research which was conducted by Christie and Geis demonstrated the relation between Machiavellianism and ethical behavior which suggested that individuals who are skeptical and doubting towards others are prone to behave unprofessionally. Machiavellianism is often associated with unconstructive and unhelpful behavior (Christie & Geis, 2002). According to Christie and Geis, Machiavellianism is considered to an unconstructive appellation which promotes an unprincipled and unethical method of influencing and controlling others in order to achieve one’s goals. Gable and Topol demonstrated in their studies that Machiavellian individuals exhibit calm and unruffled lack of involvement and indifference which makes them less emotionally concerned and occupied with others. Machiavellianism and ethical behavior were investigated in ethic studies which were conducted by Nelson and Gilbertson. It was found out that Machiavellianism and ethical behavior of an individual is the key towards ethical decision making(Gable & Topol, 2004). Similar studies conducted by Christie and Geis examined that ethical behavior and Machiavellianism are important and significant factors for determining ethical conduct (Christie & Geis, 2002). Machiavellianism and ethical behavior studies by Nelson and Gilbertson suggested that Machiavellian individuals take no notice of ethics and enhance their own individual self. In simple words, the pressure to win and achieve specific targeted goals can cause unethical behavior to manifest itself (Nelson & Gilbertson, 2002) Relationship between Ethical Behavior and Machiavellianism Machiavellianism is a factor which plays an essential and significant role in influencing ethical behavior and decision making because it is associated with proclivity to influence others for the sake of personal benefits and achievements. For example, most researchers associate entrepreneurship with Machiavellian propensities which can lead to straightforward manipulation of others and ethical compromise (Cable and Dangello, 2000). In other words, entrepreneurs can follow Machiavellianism properties by acting master manipulators who can take immediate advantage of others. Studies indicate that individuals who follow the principles of Machiavellianism are often to be deceptive and indifferent towards ethical needs. Machiavellianism is believed to be a widespread and frequent behavior and it is found in ethical decision making scenarios. It is often associated with sex, age, ethnic origin and birth order. Conclusion Ethical behavior is defined as the action taken in accordance to what is morally accepted. On the other hand, Machiavellianism is defined as the action which an individual takes in order to gain his or her own benefit with the help of manipulative behavior. Studies have shown that Machiavellian principles promote negative behavior in individuals. It plays a vital role in influencing perceptions because it has a relationship with the tendency to influence others. Machiavellian individuals are known to show calm and indifferent attitudes and are not affected by emotions.It can be concluded that Machiavellianism is a negative concept which does not go with ethical conduct. References Cable, M. & Dangello, F. (2000). Job Involvement, Machiavellianism and Job Performance, Journal of Business and Psychology (9:2). Christie, R. & Geis,F. L. (2002). Studies in Machiavellianism. New York: Academic Press. Gable, M. & Topol, M. (2004). Machiavellianism and Job Satisfaction of Retailing Executive in a Specialty Store Chain, Psychological Reports Nelson, G. & Gilbertson, D. (2002). Machiavellianism Revisited, Journal of Business Ethics.

Health and safety in schools Essay

There are several key pieces of legislation that impact on how schools manage the health and safety of both their employees, and others who come into contact with the school. This will include pupils, visitors, support workers and parents. Health and Safety at Work Act 1974 defines original structure and authority for the enforcement of workplace health, safety and welfare within the UK. It is the primary piece of legislation covering occupational health and safety in UK. The HSE/local authorities are responsible for enforcing the act relevant to the working environment. This act places the responsibility of ensuring the health and safety and welfare of employees, with the employer. The main ways that this is usually implemented in a school setting are: Ensuring that there is an effective way of reporting any hazards to the appropriate person so that any required action can be taken. Every school is required to carry out regular risk assessments of the premises and activities to iden tify any hazards in advance, but all members of staff should also be aware that risk assessment is an ongoing process, and that they must remain cautious and report any potential hazards to the Health and safety officer. Each school must put in place its own Health and safety policy and ensure that all staff are trained in its contents. All staff should take ownership for, not just their own safety, but also ensuring that their actions, or lack of action, does not cause harm of danger to others, for example if a staff was using a equipment that is for adult use only, it must be used and put away safely and if the staff can see a potential hazard with the item they are using, it must be reported appropriately. If safety equipment is provided, then staff must ensure it is used at all times. For example if goggles were provided for using hazardous materials in science, then they must be worn at all times till the experiment is over and put away. All equipment used within schools should meet recognised standards of safety. This can usually be checked by ensuring that the product displays on of the following safety symbols, the Kitemark shows that the product has been tested and meets the appropriate British Standard. The headteacher is to take overall responsibility for the implementation and monitoring of the school, t hey should ensure: Allocating sufficient resources to meet health and safety priorities Ensuring attendance on appropriate health and safety training courses Liaising with  the employer [OCC] over health and safety issues and the Health and Safety Trade Union Representatives Regularly checking the Health and Safety website Ensuring good communications by including health and safety issues in Staff briefings, bulletins and meetings Organising and implementing termly inspections in consultation with Trade Union Safety Representatives and Governors Overseeing the completion of the arrangements and â€Å"Risk Assessment† for all on and off site activities Ensuring that health and safety is a criteria for performance management and appraisal scheme Formulate and implement a policy for the management of critical incidents How health and safety is monitored and maintained in the setting The Headteacher will develop an effective management safety monitoring system to oversee the operation of this policy. On a daily basis the head does a walkabout to check for anything that can cause harm to the staff and children. All the staff will monitor their classroom so that any issues that occur can be reported. These will include: Inspections Direct observations of staff compliance Managerial reports monthly/termly/annually [as necessary] Surveys Tours Investigations of good practice/incidents/documents Record keeping â€Å"Risk Assessment† – The Trade Union Health and Safety Representatives together with the Governor responsible for Health and Safety will carry out a â€Å"Risk Assessment† once a term and record their findings Performance Monitoring – This school expects full co-operation from all staff at all times Every school will have policies and procedures for everyone in the setting. As well as staff or any adults visitors who come to the school will be following the health and safety procedures. Children will be taught the basic about health and safety – washing their hands, blowing their nose, so  they understand what to do and they will have the school rules to follow related to their safety e.g not to run inside the building as there isn’t must space and they can trip, slip or fall over anything and that there is plenty of room when playing outdoors. They will be taught how to stay safe through age appropriate talks and stories, crossing the road, not running off, how to protect themselves if they feel vulnerable. Practitioners will have training- ongoing and refreshers, in-house training and staff meetings etc. Staff may hold first aid certificates/handling food certificates; hold regular fire drills to make sure they are working and ensuring all electrical appliances are checked annually. The headteacher will ensure that everyone knows their role and responsibilities to ensure that every health and safety precaution/procedure is followed. All staff should check/monitor that everyone/thing is safe. Child Illness – Making sure if the child can attend school, if the illness is contagious or not. If a child falls ill during school hours, you must follow the procedure of the first aid policy. Risk assessments are carried out daily as well to make sure that staff and students are safe at all times. E.g Check that the outdoor area is safe from ‘unknown objects’ and that all gates are locked during school hours so no one can come in or go out without signing in and out. Visitors will have to sign in and out at the main reception. Policies and procedures should be checked on a regular basis (at least annually) to ensure that everything is in order – or added to adapted or changed as and when needed. How people in the setting are made aware of risk and hazards and encouraged to work safely Information and instructions on health and safety matters are available at reception for parents, visitors. The information will be given to teachers, non teaching staff, pupils, governors and visitors as follows: Staff are informed about all existing information held on site by regular updates at staff meetings / induction packs Health and Safety Act on display in staff room Fire drill / evacuation procedure on display around school Use of white board in the staff room Texts – messaging eg for snow days, emergency closure The Health and Safety Policy is signed by staff Deputy updates staff handbook annually and staff provided with regular updates re: health and safety Health and safety monthly item on the staff meeting agenda Will make a suitable and sufficient â€Å"Risk Assessment† for all its activities where a significant risk is identified Will take the necessary preventative and protective measures to adequately control risk Will comply with the other requirements made under this and other Health and Safety Regulations Personal Safety – Members of Staff are reminded that they must not stand on tables or chairs when putting up or taking down displays, there is a step ladder in the hall for this purpose. Personal Property – Handbags etc. should be locked away. Money and valuables should not be left unattended. A lockable cupboard space is available to all staff Responsibility for personal items rests with the individual member of staff Visitors and contractors are informed of any health and safety arrangements which may affect them. It is the responsibility of the teachers to ensure that pupils are aware of existing and new health and safety information via PSHC, class/whole school assemblies, verbal instruction, and demonstrations on use of equipment, class rules/behaviour protocol, signage eg do not run, yellow hazard cones. Fire Risk Assessment can be found in the deputy head’s office. Identify the lines of responsibility and reporting for health and safety in the setting Everyone working in the setting should be aware of the health and safety policies and that they have a responsibility for the safety of the children and staff, in their setting they should know who to report to if they had any concerns regarding any health and safety issues. Statutory Health and Safety responsibilities fall on the LEA and on the headteacher and staff. Headteacher has overall responsibility for the school, she will, in practice, be responsible for enforcing the Health and Safety policy day-to-day. The deputy head acts as the Health and Safety Officer on Site and staff Trade Unions or other safety representatives may be nominated. The governing body, as the management body, should ensure that school staff and premises comply with the LEA’s health and safety policy and practices. The governing body, having control of the premises, must take reasonable steps to make sure that the buildings, equipment and materials are safe and do not put the health of persons at risk whilst they are on the premises. The Medication is administered by office staff and has a designated person assigned. Designated First Aid Area is by the main office, so if anything occurs during play /lunchtime the children know where to go. There are First Aiders around the school as teachers and T.A’s are trained, the First Aid boxes are located all round the school. Play Equipment – Visual inspection made formally by caretaker and informally by staff on duty at lunch /playtime PE co-ordinator checks equipment regularly, she follows current policy and practice ICT technician – this is outsourced and someone approved comes in to deal with any faults Governing Body: The governing body shares with the Local Education Authority, the overall responsibility for health and safety. For its part the governing body will:- Ensure health and safety has a high profile. Ensure adequate resources for health & safety are made available. Consult with staff and ensure relevant training is carried out. Monitor & review the health and safety arrangements Headteacher: The Headteacher is responsible for day to day health and safety performance and will:- Develop a safety culture throughout the school Take day to day operational decisions Draw up safety procedures Ensure staff are aware of their responsibilities Update governors Monitor effectiveness of procedures Site Manager and Cleaning Staff: Take responsibility for the security of the premises. Ensure the safe condition of the floors. Store potentially dangerous cleaning materials safely Ensure play and external areas are safe and clean from debris Ensure cleaning staff are aware of safe working practices and the school health & safety policyRecognise and respond to emergency situations In the classroom where children are being supervised, it is common to have child illness and some minor injuries from time to time. As a teaching assistant you may find that you are first to respond to an emergency situation and you may have to give emergency first aid. You will be expected to follow the correct procedures until help arrives. It is vital that you send for help as soon as possible, this should be a qualified first aider/trained member of staff and they should call for an ambulance if necessary. Emergency situations include: Accidents Illness Fire Security incidents Missing children or young people If you are not trained in first aid, and if you are unsure about what to do, you should only take action to avoid any further danger to the casualty and others. First aid: There will always be a designated first aider who will have a responsibility to contact emergency services if required and they will regularly check the first aid kit and ensure everyone knows they are individually responsible to let the first aider know when an item has been used and they will know about training opportunities and if asked be able to check the first aid training status of other employees. First aid kit: Know where it is Familiar with what it contains Do you know how to use items appropriately Fire policy: Fire alarms get tested once a term and they are recorded in a fire alarm booklet signed and dated by the headteacher, caretaker and fire officer. Where the fire exits are, they will always be clear of obstruction and there will always be the evacuation routes where all the children learn the routine to come out without panicking and in an ordinary manner. There will be a designated fire assembly point for everyone to meets; the teachers will have the responsibility to take the register for their class to check names to ensure everyone is outside, present and safe. Sickness policy: The purpose of this policy is to: To ensure that sick children are appropriately and correctly identified. To ensure sick children are cared for appropriately. To protect children and adults from preventable infection. To enable staff and parents to be clear about the requirements and procedures when children are unwell. Recognising illness: When anyone has difficulty breathing, high temperature, fever, blueness around the lips, cold extremities, pale or clammy skin – floppy, unresponsive or unconscious. Conditions to be aware of would be epilepsy , asthma, allergy, diabetes. Situations to be familiar with: Bites and stings, bleeding, burns and scalds, choking, electric shock, extreme effects of heat and cold, eye injuries, poisoning, suspected fractures, caring for the unconscious person. Follow the setting’s procedures for dealing with emergency situations All schools need to ensure that they take measures to protect all adults and children while they are on the school premises and undertaking off-site visits. This means there will be procedures in place for a number of situations that can arise. These include the following: Accidents: There should be enough first aiders in schools or on the trips at any time to deal with accidents. First-aid boxes should be checked regularly and replenished regularly, and there should be clear information on what has happened so that accidents are recorded correctly. If you are off site you should always have a first aider with you, along with a first-aid box and any medications that are required to any child who is with you for eg their inhaler. Illness: School will deal with incidents of sickness by sending pupils to the sick room or first aid room for an initial assessment. However, sudden illness may require you to take action yourself while waiting for a first aider. The casualty should be made comfortable and insure that they are warm; there should be no attempt to carry out any further first aid. All staff should be aware of allergic reactions and intolerances to foods such as wheat, nuts and gluten. All staff should identify these children and have clear instructions available on how to deal with each case. Supervisors at lunch time will need to be kept informed. The lunchtime book contains photographs, contact numbers and information about pupils with food intolerance. Care should be taken with book due to confidentiality. Fires: The school may need to evacuate in emergencies for example bomb scare, fire, floods or other emergencies. Security Incidents: Staff should challenge any unidentified people in the school, if you are on outside duty and notice anything suspicious you should always send for help. Missing Children: On school trips you should check the group and keep an eye on children being supervised by helpers. If a child goes missing, raise an alarm straight away making sure you follow the policy. Disabled Children: Wheel chair users should assemble at specific fire assembling point. Oxygen tanks should not be moved, no naked flames in school. Teacher’s assistant should accompany all disabled children to fire assembly point where necessary. Give reassurance and comfort to those involved in the emergency When an emergency arises, they would call one of the main first aider to come and evaluate the injury. There are three main first aiders in school, one in  each area of school. Foundation, Key stage 1 and in Key stage 2. All TAs have undergone St. John’s Ambulance ‘First Aid’ training. Also all staff has undergone ‘Basic’ first aid training. When there is an emergency, all the details of the incident will have to be logged, signed and dated by the main first aider that is dealing with the incident. If the incident is major then the main first aider after judging it will have to call the emergency services to come and treat the injured wound and then decide whether to take the child to the hospital or not. Reassuring the child is very important so the child doesn’t get stressed, acting calm around the child is very important as it promotes a calm atmosphere and is reassuring that everything will be ok. The first aider moves the child to the sick room or first aid room of the school where all the other children can’t see the injury and stress the child even more. Comfort the child depending on the injury, for example if a child bites their inner cheek and was showing signs of distress due to losing lot of blood, the first aider should act in a professional manner showing no signs of distress. If a child has a bump to the head and is showing signs of concussion then the child’s parents should be informed and invited to school to come and see the child. Also if the child has to go with the emergency service’s they would ask the parents if they would come along as it would make the child feel more comfortable. If there is a more minor injury that still needs medical assessment they would take the child in a member of staff’s car to the hospital/walk in – if it would be appropriate. Also other times they would call the parent to come and collect the child. On the way they would reassure the child that it is only to make sure that they are okay. Also when travelling to the hospital they would take a record of what first aid was given to the child at school, or they take the main first aider that dealt with the injured child. Also making sure that other children are okay and safe is also important, maybe taking a buddy for the injured child would help them to be comfortable because then they have a buddy to take to while the first aid is happening or if the buddy could distract the child from the injury. Give other people providing assistance, clear information about what happened In a school placement they have good communication with all the people that provide assistance. For example an incident that happened in the school a couple of months ago that involved all three main first aiders, staff, emergency services, health and safety officer, head teacher, health and safety governor, governors, parents and Tameside. The incident happened after play time when the child has put his fingers in the door even though they had finger guards on already. The member of staff that was on the playground at the time was the first aider for that area of school and they had tried all they could to remove the fingers but was unable to do it alone, so they provided clear information on to the other main first aider so they were able to understand how this has happened. Also trying their best the fingers would not move, while this was happening they had three other members of staff that were providing the correct information onto the parents, emergency services, and one of the m kept the child calm and reassuring them. Once the parent came they comforted the child till the emergency services came and released the fingers from the door, once they were released the parents and the first aider went to the hospital with the child to make sure the fingers were not damaged. The first aider went along to pass on the information as to what happened to the child and this was passing on the clear information to the nurse/doctor that was assisting the child. After the correct information was passed on to the health and safety officer, and the health and safety governor they later went to the door where the child’s fingers were trapped and assessed what could have prevented it from happening. They and the governors from the school came together and after passing on the information they came to an agreement to have rear finger guards fitted on all the doors in school so this wasn’t to happen again. After the incident the correct, clear and detailed information was later sent as an email to Tameside via the head teacher (safety officer) who suggested to Tameside to email all schools to have rear finger guards fitted on all doors in every Tameside school so this would prevent any child to have the same thing happen to them. Once the rear finger guards were fitted the governors of the school went and assessed the interior and exterior of the building to make sure there was not anywhere where this could happen again. Follow the procedures of the setting of reporting and recording Reporting and recording is important even if you are not a first aider you still need to know how to report and record any information. You should know the correct procedure for reporting and recording injuries and incidents in your school placement, as you may be called upon to do so. When reporting or recording any type of injury, emergency, or even a minor incident then this must still be recorded step by step as to what happened and what member of staff is present at the time. Also dated, signed and reported to a senior member of staff. Recording any type of illnesses in a record log is important so all members of staff that need the information has this to relay back too if the child ever falls ill or becomes irritable. Also in some cases this information will have to be passed on to the local authority The office should have signs and posters showing what signs and symptoms of some illnesses that children may have or may show to have. Recording concerns is important so all staff are alert of the concerns that you are having. Recording illness and having information with the record is important, for example you have a child with sickle cell and it is recorded then with this you would have information about sickle cell so all staff then can read and understand what the procedure is when this certain child is looking to have these symptoms or signs. Also in a school setting if a child is having behaviour issues having a home and school diary would also help the parents understand what is happening with their child in school hours. With the class teacher writing in this diary at the end of ever lesson explaining step by step how the child was and then making sure that parents are receiving the information asking them to sign the diary every night so they know that they have read it. An example of how we do it in the afterschool/breakfast club is we write ALL information in a purple book that is left on the side, recording all information like: What children are attending the club morning or after school Who has cancelled What injuries/incidents have happened during the club, who has dealt with the incident If there is any unusual behaviour by a child Messages from parents to teachers or teachers to parents. Many more piece of information that need recording and passing on, which is dated and signed by the member of staff who wrote it. This is later signed by a parent to say that has been passed on, if it information from the club or if its information from the teacher – information from parents to teachers we make sure teachers sign to say that they have read the information. Describe Risk Assessment and associated documentation in your placement. A risk assessment is an assessment that is carried out of the risk to children or adults at the school setting. Risk assessments carried out once a year and also carried out when on school trips or when doing a lesson that may involve a rick for the children/adults in the classroom. They follow 5 basic steps when they risk assess a situation: 1 Look out for the hazards and identify them. 2 Decide who may be harmed and how they can be harmed during the trip/lesson. 3 Evaluate the risks and consider how they can cause any kind of harm and decide whether precautions have to take. 4 Record any findings around the location that can cause harm. 5 Review assessments and revise it if it is necessary. Risk assessments are important because it makes the adults more aware of what could happen and they have to be aware of how we can overcome the risks. Risk assessments contain the hazard, which may be affected by the hazard and how you can overcome the risks. Risk assessments can be carried out on children with broken limbs, school trips, lessons that can be dangerous, for example in class we made hot air balloons and it was important to do a risk assessment because it involved fire and the children/teachers could get harmed. When assessing the risk the steps to follow would be: What are the possible consequences of the risk / hazard? What is the chances that the risk or hazard will occur? Shall provide the appropriate resources to reduce the risk, taking appropriate steps and making sure that it reduces the risk and doesn’t make it more of a risk. All the staff will know the risk assessment policy if  they have under gone the health and safety training. In the mornings the head teacher and the care taker going around the school premises and make sure that there are no risks for when the children enter the premises. For example if there was a few twigs on the path then they would be a risk for when the parents and children walk down the path this means that they would then remove the twigs. When they get back into the building they write on a chart all the different areas of school and if there was a risk and if there wasn’t. This is a type of risk assessment that they do every morning.

Health and the Canadian Government

Health and the Canadian Government Since time immemorial, governments have laid emphasis on public health. This is after recognizing the role public health plays to individuals and communities. Solid public health programs result to better health. Moreover, they form the base for the treatment system in Canada. If populations are healthy, they require less often treatment. Furthermore, they respond more effectively in situations where treatment is necessary.Advertising We will write a custom essay sample on Health and the Canadian Government specifically for you for only $16.05 $11/page Learn More Canadian government’s health care system has concerns in the community, the well- being of its people, and overall health. Moreover, there is a concern for the manner in which the social environment influences mortality and disease. The government recognizes the fact that the socioeconomic status of its people plays an exceptionally significant role in influencing disease. The novel Canadianà ¢â‚¬â„¢s health perspective values biology, health care organizations, environment, and lifestyle. For sustainable health care strategies, the Canadian government invests in resources such as capital, raw materials, human skills, energy, and adequate time (Ganguly, 1999). However, there is a negative result as far as well- being and economic progress are concerned. This is because of the aging population, higher taxes, less public health budget, and less economic development resources. There is, therefore, a need for the Canadian government to lay down strategies which focuses on eliminating these challenges. This will safeguard a productive, reliable, and effective health care system. The Canadian government is aware that spending too much on the health system in a country, to the extent that alternative activities which promote health are ignored, result to inadequate health among the people. So as to cater for its people’s health adequately, the Canadian government invests in the following principles; public administration, portability, comprehensives, accessibility, and universality. These principles were introduced in the 1984 Health Act. While struggling to fulfil these principles, the government has experienced several challenges (Forget Lebel, 2001). These include less accessibility among the immigrants, socioeconomic variations in access to health care, and failure of the people to get care at the point of need. As far as accessibility challenges are concerned, they are categorised in to economic, sociocultural, and geographic. Among the geographic challenges, there are less doctors in the neighbourhood than required and low mobility.Advertising Looking for essay on health medicine? Let's see if we can help you! Get your first paper with 15% OFF Learn More In the sociocultural category, there are gender issues, language barrier, and varying health conceptions. On the economic category, there are concerns on extended he alth benefits, failure to give novel arrivals insurance, and prescriptions. In the present health care system in Canada, emphasis is no longer on protection, prevention, and promotion. The lecture materials were extremely vital in assisting me answer the question of the day. Specifically, the lecture materials covered issues such as the challenges experienced in the Canadian Health care systems, the principles in various Health Care Acts, and how the challenges can be solved (Lindsay, 2003). The lecture materials were extremely useful since they were easily comprehensible and thoroughly researched. Moreover, they contained all the required information. The insurance program in Canada aims at ensuring that illness does not eventually result to bankruptcy. However, it is worth noting with keen interest that as treatment expenditures continue to rise, vital investments in the Public Health sector have reduced significantly. Moreover, ignoring the services on which the health care syste m in Canada is founded threatens the system. There is, therefore, the need for genomics and technologies so as to emphasize the significance of the system for the well- being of the people. References Forget, G., Lebel, J. (2001). An ecosystem approach to human health. International Journal of Occupational and Environmental Health, 7(2), S1-S38. Ganguly, S. (1999). Investor-State Dispute Mechanism (ISDM) and a Sovereigns Power to Protect Public Health, The. Colum. J. Transnatl L., 38, 113.Advertising We will write a custom essay sample on Health and the Canadian Government specifically for you for only $16.05 $11/page Learn More Lindsay, J. R. (2003). The determinants of disaster vulnerability: Achieving sustainable mitigation through population health. Natural Hazards, 28(2), 291-304.