Messenger Of Christianity, Jesus Of Nazareth - 1412 Words

Lauren Robison Ivy Mccmullin February 20,2017 â€Å"Messenger of Christianity, Jesus Of Nazareth† â€Å"The virgin will be with child and will give birth to a son, and they will call him Immanuel, which means, God with us † (Teen Study Bible NIV, Mat.1.23). The name Immanuel, also refers to the leader of the Christian society, Jesus Christ. The word â€Å"Jesus means God is salvation, and the word Christ, or Messiah, means the anointed, that is, the one anointed of God, who came to guide the people walking in darkness† (Arabic Bible). This Christian man, Jesus, is the central deity to the monumental religion of Christianity. He lived a life modeling faith, courage, selflessness, and love. These main aspects impacted the way that the modern†¦show more content†¦On the other hand, he encourages for people to love their enemies, give to the needy, and be in consistent prayer with God (Teen Study Bible NIV, Mat. 5). These sermons are historical records for the central moral guidelines, on how to live a Christian life. If Jesus did not teach the word of God, and lead by an example from his teachings, there would be no guidelines to live by in the religion. A miracle is â€Å"a divinely natural phenomenon experienced humanly as the fulfillment of spiritual law† (Merriam-Webster). Jesus performed many miracles throughout his community. A few examples of miracles performed by Jesus was him healing a man with leprosy, giving a blind man vision, healing people demon possessed, walking on water, feeding a large community of people, resurrection from his crucifixion, and much more. These miraculous accounts added a since of life to religion, and gave people hope and faith into this new religious practice. Witnessing the miracles, and hearing the stories of a human figure performing miracles, spread across the Roman Empire. People from all over the community came to hear and witness these miracles partake. These accounts gave evidence that Jesus is the Son of God. Jesus’s miracles and teachings came to a halt when he was put up for trial for potential crucifixion, under Pontus Pilate and the community of people. The people voted him as guilty and he wasShow MoreRelatedMuhammad and Jesus1256 Words   |  6 Pagesand Jesus Paper. Submit a 1250 to 1500-word paper in which you compare and contrast the lives of Muhammad and Jesus in relation to each perspective religion Complete the following steps in your paper: Trace the lives of Muhammad and Jesus historically Compare what impact the death of each had on their perspective religion Describe the way each individual was or is worshipped Explain how their messages are being carried out in the world today Introduction Muhammad and Jesus of NazarethRead MoreChristianity the most Universal Religion791 Words   |  3 PagesChristianity Christianity is the most universal religious belief in the world. 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I will take about how Islam, and Judaism, Christianity view the man Christ Jesus death, burial and resurrection. How Abraham play a major role in the religions. According to the Bible, Abraham is the father of Faith (Gen 15:6). The one nation with Hagar and Abraham started the birth of IshmaelRead MoreThe Spread Of Christianity And Western Europe1637 Words   |  7 PagesThe spread of Christianity in Western Europe was both similar and different to the spread of Islam. The rise of Islam starts with the Prophet Muhammad, believed by Muslims (followers of Islam) to be the last in a line of prophets that includes Moses and Jesus. Because Muhammad was the chosen one to be the messenger of the word of God, Muslims from all around the world work to follow the example he set. For Muslims after the Qur an (their bible), the sayings and teachings of Muhammad and the descriptionsRead MoreJud aism, Christianity, And Islam1779 Words   |  8 PagesGod. Common examples are Judaism, Christianity, and Islam (answers.com). There are different types ranging from different regions yet; some could be so similar at the same time in their teachings. Islamic and Christianity religions are two of the biggest religions in the world and are so different and in some aspects the same. The two religions also share some rivalries that have been displayed in the media because of the view that Islam has on the Christianity culture. I will be further exploring

Sociology - 1937 Words

Don’t Drink the Kool Aid On November 18, 1978 what has been called the largest mass suicide in modern history occurred in Jonestown, Guyana where 909 members of The Peoples Temple died. Jim Jones was the leader of the Peoples Temple Church and religious movement. The church was looked highly upon by many back in the 1950-1970’s. All races and backgrounds were brought together as one in his congregation. Religion serves as a sanctuary from the harshness of everyday life and oppression by the powerful. Most of Jones’s followers lived lives that they were dissatisfied with and they felt as if the movement gave them a purpose. Many of his followers believed that Jim brought more opportunities into their lives and allowed them to change for†¦show more content†¦Jim would provide clothing, medical care, food, and anything else that his followers needed. They deprived themselves of sleep to work and support Jim Jones and the movement. Jim Jones believed, â€Å"sell all things and have things in common.† Religion, especially Jones’s, binds members and allows them to have common values and beliefs. His followers sold everything they had and gave all of their money to the church, including their pay checks. His followers trusted in him, so they did and acted however he said. Jim began to take complete control over every aspect of these people’s lives. His followers were idolizing him and putting him before family, work, and everything else in their lives. As time passed, Jim Jones and the movement began to change. Some say that Jones began to lose control. He began drinking and using drugs and started to go crazy. Jim Jones became extremely paranoid and thought the whole world was against him and his movement. Jones was so paranoid that he even started to fear for his own life. He compared himself and his movement to Malcom X and Martin Luther King Jr., which were both assassinated, so he was afraid the same would happen to him. Jones was desperate to get his followers away from the negative influences of the public. As the officials, public, and family members started to ask questions and wonder about things, Jones felt as if he was starting to lose all the control that he had gained and he did not want to riskShow MoreRelatedSocial, Sociology, And Sociology857 Words   |  4 Pagesindividuals who need that extra support. Social work as a subject area includes elements of psychology, law and sociology. Social policy is the study of various areas of policy, within political or governmental setting, and is concerned with everything from the welfare state, to social services. Social policy is an academic study of theory, rather than current policies and draws from psychology, sociology, philosophy, and economics. What A Levels do I need? 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Secondly, he wanted to bring history and sociology together with causal relationships, in doing so he would also analyze the individual’s social action. He mentions that action is only social when it is oriented to theRead MoreSociology1259 Words   |  6 PagesThe concept of sociology had been recognized by independent philosophers since the dawn of organized civilization. Philosophers such as Confucius and Xenophanes in their works had hinted at the clash of cultures and social hierarchy. Later, in the 14th century, Arab scholars such as Al Jahiz and Ibn Khalduns compliled books on the history of society itself. These works are known to be forerunners of sociology. In fact, books written by Ibn K haldun on social cohesion and conflict were translatedRead MoreSociology1447 Words   |  6 Pagescome to be called the labour process approach. †¢ Context for Braverman: ⠝‘ Braverman associated with Monthly Review journal – founded in 1949 by Paul Sweezy and Leo Huberman. An influential journal but little impact on American sociology. Best known product of this school is Baran and Sweezy’s Monopoly Capital (1966). Indeed, Braverman’s analysis of work is predicated theoretically upon Baran and Sweezy’s analysis of ‘Monopoly Capital’ [ie oligopolistic, ‘organized’ capitalism. Read MoreSociology1681 Words   |  7 Pagesfunctionalism) of social class .Following this, it will look at the changes of social class. Finally, it will discuss weather the class of Britain will be dead. Theories of social class There are three basic theories which can explain social class in the sociology history. Marxism was established by Karl Marx(1813-1883).Marx explained that a social class is a group of people who have common relationship to the means of production. 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Performance Management Work or Life Flexibility

Questions: 1. What are the implication for the employee? 2. What are the implication for the HRM how might be operate differently? 3. What are the implications for leaders and managers? Answers: Introduction The following report is attempting to recognize and thereafter evaluate the implication of workplace changes upon the internal stakeholders of business organizations. More precisely, the present assignment will understand the consequences of workplace changes on the employees, management and upon the human resource departments of business enterprises. For this considered purpose, the report has desired to evaluate consequences of an anticipated workplace change, which is the replacement of work-life balance by work-life flexibility. In this context, it is essential to denote that the phrase work-life flexibility refers to a flexible working atmosphere where employees are often provided with the opportunity to take control over where and in which time they work (Cameron Green, 2015). For establishing an atmosphere like such, an organization needs the active support from the management who will show complete support to their subordinates and their lives. However, the definition of wor k-life flexibility should not be misinterpreted as work-life balance, which means having equal amount of time for personal and professional life (Chermack et al., 2015). The need to replace work/life balance with work/life flexibility is that the option of work/life flexibility helps in improving the productivity and engagement of the employees in an organization. Employees feel more energized and at the same time prioritized when they find flexible work schedule (Galea et al., 2014). However, if an organization changes its policies from providing support from work/life balance to work/life flexibility, then most possible resistance is expected to come from the management of any business organization (Adame-Snchez et al., 2016). 1. Implication for the employees The motive to implement work/life flexibility in place of work/life balance is to make employees comfortable in a workplace atmosphere for obtaining a more refined and standard performance from them (Lewis, 2014). Therefore, when an organization desires to implement work/life flexibility in place of work/life balance, it implicates that the organization is demanding more productivity from the workforce. However, it is also an implication for the employees that they should not utilize this opportunity inappropriately and take unnecessary advantage of it. However, if a business organization decides to replace the culture of maintaining work/life balance with work/life flexibility, it means the organization wants to retain their potential employees (Berg et al., 2014). Therefore, the particular workplace change would act as a message from the authority to the employees, which will signify how much the organization takes concern about their employees. In details, the varied implications of the considered workplace change are Employees will be able to reduce stress It has been identified that arrangements for flexible work acts effectively in reducing the stress level of the employees. More specifically, work/life flexibility keeps employees to stay satisfied with their job along with their personal life. For those employees who fears about losing scopes for balancing work and life, should take lesson from this workplace change that they will have more opportunities to stay with their families by having flexible shift hours (Berg et al., 2014). Therefore, it can be said that work/life flexibility in terms of a workplace change would work as an updated version of work/life balance programs. Reduce negative spillover According to Williams et al., (2016), spillover is a particular procedure through which both behaviors carry over from one person to another individual and it increases work-family conflict in terms of negative and increases work-family enhancement in terms of positive effect. More precisely, if a job provides high level of negative spillover in form of long working hours that produces stress, it would surely influence in a harmful way on the personal premises of the employees (Kossek Thompson, 2016). Therefore, if an organization decides to implement work/life flexibility in place of work/life balance, then it suggests that the employees would not have to suffer through any negative spillover. Better physical and mental wellbeing Through providing an improved work/life balance in terms of having the opportunity to control work schedule as well as place of working and the chances for avoiding the negative spillover, work/life flexibility improvise the physical and mental conditions of the individuals. Long distance between work and home and long hours of work schedule increase the amount of mental as well as physical stress, which bring numerous health issues (Chermack et al., 2015). Therefore, if an organization considers workplace change, it is indicative of the fact that employees in future will successfully avoid any chronic and critical health disease. Attachment to the company If an organization considers its employees to work according to their preferable time and place, then it is easy to anticipate that the employees will show more loyalty towards the organization. In terms of consequence, they will increase their productive level and will dedicate their hundred percent to accomplish the organization goal. Therefore, the selected workplace change is indicative of the fact that employees will find themselves more attached with the company after the implementation of the change (Sweet et al., 2016). Possible challenges In this context, it should not be ignored that implication of implementing work/life flexibility in terms of workplace change is that, after the implementation employees would have to befit themselves with a different way of working atmosphere. Considering this probability, several negative aspects could be elaborated. Firstly, employees may not accept the particular workplace change as they may stay skeptic about the resistance coming from the manager and may fear about having negative consequences in their carrier (Cameron Green, 2015). On the other hand, it is also a possibility that the employees may not accept the new change as most of the time employees stay unaware about the advantages of the policy regarding work/life flexibility. 2. Implication for the HRM (Human resource management) The fundamental concern of Human resource management of business organizations is to establish a flexible working atmosphere and nurture the work culture on regular basis. Therefore, it is understandable that an HRM is responsible for bringing any workplace change according any stubborn issue or requirement (Snell et al., 2015). Regarding the considered choice of workplace change, it is to denote that without active support from the HR department, it is beyond possibility to implement any policy regarding work/life flexibility. However, when an authority of a particular organization decides to consider work/life flexibility in place of work/life balance, it signifies and indicates a number of aspects, which are New policies With the decision to replace work/life balance with work/life flexibility, an authority of organization implicates that the HRM department would have to initialize new policies and terms and conditions for both the employees and managers (Armstrong Taylor, 2014). In this case, the department has to stay aware of two particular matters; one is employee skepticism and lack of involvement in this change. On the other hand, HR should also stay conscious about the possible resistance coming from the existing management. Work as a change agent In the words of Hayes (2014), when an organization decides to change its working culture, it expects the HRM department to work as an agent. More precisely, in time of implementing work/life flexibility in place of work/life balance, the HRM department would be responsible for performing as a change agent and accomplish the following - A convenient framework of policies that would abide the fundamental aspects of the considered change Engage employees and members from management to discuss about the need of the considered change by making fruitful alignment between workers and team leaders (Fee, 2014) Anticipate and assess all the possible risks regarding the resistance coming from any premise within the organization The fundamental mission and vision statement of the organization should not get compromised in order to establish the policies regarding work/life flexibility. In this premise, the theoretical concept of David Ulrich should be considered with high priority. It has been David Ulrich who dominantly established that HR department should act as an agent in time implementing any kind of workplace change through his underpinned model on HR roles. The model coined by David Ulrich address four key responsibilities of HR department, in time of workplace change, which are act as a business partner, as a change agent, as an administrative expert and as an employee advocate (Ulrich, 2013). The first responsibility of being a business partner, is indicative of the role of making strategic relationship with the internal stakeholders, who are management and workers. Therefore, it can be said that when an organization will consider the selected workplace change, the HR department of that organization as a business partner should convey the predominant objectives related to the intention of implementing the new change (Ulrich et al., 2013). On the other hand, performing as a change agent, HR would initially show complete support to the new decision and should plan for a procedure that would enable internal communication. The present context implicates that, the role of a change agent is required for individually sharing companys purpose of implementing work/life flexibility and collect relevant feedbacks (Ulrich et al., 2013). However, according Ulrichs model, the third strategic role is probably the most crucial one as in this role, the HR management stays accountable in implementing and fulfilling the predominant requirement related with the considered change (Ulrich et al., 2013). More specifically, HR department would prioritize all the relevant legislation and follow them while accomplishing the requirements. In case an organization implements work/life flexibility, the HR as an administration expert would find the need to adopt the QAHC work life balance policy. The purpose of the policy is to establish a work place atmosphere in a way that can be reputed as employer of choice. However, when the HR department would act as an employee advocate in time of change management, the HRs would be responsible for running regular surveys for identifying gaps between the new change and the level of employee satisfaction (Hayes, 2014). Therefore, it implicates that in time of implementing work/life flexibility in place of work/life balance, the HR department of an organization would run survey on both the manager and the employees for obtaining feedbacks. 3. Implication for the management/leaders The considered work place change would prove beneficial for the employees; therefore it is easy to assume that strong resistance would come from the management and team leaders. However, the fundamental implications of the selected workplace change are as follow Responsibility to select correct employee If an enterprise would decide to implement work/life flexibility in place of work/life balance, then the situation would be indicative of the managerial responsibility to deciding which employees should be entitled for the opportunity. In this context, it is easy to comprehend that, managers or team leaders should prioritize three particular aspects productivity, dedication and need to have flexible schedule of the subordinates (Breevaart et al., 2014). In this respect, it is to denote that one of the potential concerns, which could be implied by the side of management, is the capability of the employees to work independently. Moreover, the considered situation would implicate that managers should select only those who will stay productive while utilizing the arrangements for flexible work (Williams et al., 2016). Therefore, leaders should possibly select those who have a very satisfying productivity report throughout a year. For example, organizations like Telstra, St. George Bank and Allens using the framework of work/life flexibility concentrates upon this aspect very strongly. Managers would avoid any act of partiality It has been identified that several companies have suffered through inappropriate and biased selection made by the managers, while implementing work/life flexibility arrangement. Managers or team leaders several times prefers to show biasness in time of selecting appropriate employees to have the benefits of flexible work schedule due to personal interest (Chermack et al., 2015). Therefore, understandably the implication for the managers is, they would not show any kind of inappropriate consideration while selecting workers. Implication for applying transformational leadership According to Cameron and Green (2015), complete acceptance from the employees for accepting any form of workplace change is possible only when employees will receive encouragement from their managers. The fundamental concept of transformational leadership is to provide support in form of motivation. More precisely, transformational leadership says that it is necessary to work along with the employees to understand their need and issue regarding any change (Dvir et al., 2015). Henceforth, considering the previous implication, it can be said that transformational leadership is essential for the process of employee selection. It is because; this kind of leadership will make it easy to understand individual employee need, which finally will help to provide the opportunity of work/life flexibility to the right employees. A strong interpersonal relationship It has been pointed out that for accomplishing the replacement of work/life balance with work/life flexibility is determined by management selection of employees. Therefore, it is understandable at the same time that, managers need to establish comfort zone with the employees, which is possible only when the management shares a healthy interpersonal relationship with their subordinates (Kossek et al., 2015). Thus, it is one of the crucial implications of the change that management would have to practice interpersonal communication skills and particular awareness regarding the need. Possible challenges The considered workplace change implicates numerous challenges, which are possible to occur in time of work/life balance with work/life flexibility. They are Resistance from both the employees and management. Employees will resist out of ignorance about the possible benefits whereas managers will resist due to losing the opportunities to manipulate (Kossek et al., 2015). Implementation of work/life flexibility would provide the democracy to the employees, therefore along with resistance, organizations would encounter bullying, passive aggression and disappointing participation from the management. It is a possibility that the situation would lose numerous potential managers due to their disagreement (Bardoel, 2016). Conclusion The above report has evaluated several implications of a certain workplace change upon three internal stakeholders of the business organizations, which are employees, human resource department and the managers. The considered workplace change, which is replacement of work/life balance with work/life flexibility, has been identified as beneficial for the employees. Therefore, according to the report, its implications upon the employees are better attachment with organization, chance for better productivity and chance for reducing stress. On the other hand, the report has implied that the HR department would have to work as a change agent between management and the employees, whereas the management in time of the considered workplace change would have to select right employees who deserve to get the opportunity. However, the report has indicated that in time of implementing the workplace change, employees may not agree to adopt the new change and at the same time, organizations may enc ounter bias selection by their management. Considering the certain challenges made by the report, it can be recommended that HRM should initially make policy through which they can enlighten the employees about the benefits of work/life flexibility Organizations should make a separate team who responsibility would be to monitor whether managers are being partial in time selection or not HRM department should organize frequent face-to-face meetings among managers, employees and the HRs to discuss about the importance of work/life flexibility and to assess possible risks References Adame-Snchez, C., Gonzlez-Cruz, T. F., Martnez-Fuentes, C. (2016). Do firms implement worklife balance policies to benefit their workers or themselves?.Journal of Business Research,69(11), 5519-5523. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bardoel, E. A. (2016). Worklife management tensions in multinational enterprises (MNEs).The International Journal of Human Resource Management,27(15), 1681-1709. Berg, P., Kossek, E. E., Misra, K., Belman, D. (2014). Work-life flexibility policies: Do unions affect employee access and use?.Industrial Labor Relations Review,67(1), 111-137. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), 138-157. Cameron, E., Green, M. (2015).Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Chermack, K., Kelly, E. L., Moen, P., Ammons, S. K. (2015). Implementing institutional change: Flexible work and team processes in a white collar organization. InWork and family in the new economy(pp. 331-359). Emerald Group Publishing Limited. Dvir, T., Eden, D., Avolio, B. J., Shamir, B. (2015). The impact of Transformational Leadership. Fee, M. C. (2014). Human resources management. Galea, C., Houkes, I., De Rijk, A. (2014). An insider's point of view: how a system of flexible working hours helps employees to strike a proper balance between work and personal life.The International Journal of Human Resource Management,25(8), 1090-1111. Hayes, J. (2014).The theory and practice of change management. Palgrave Macmillan. Kossek, E. E., Thompson, R. J. (2016). Workplace Flexibility: Integrating Employer and Employee Perspectives to Close the ResearchPractice Implementation Gap.The Oxford Handbook of Work and Family, 255. Kossek, E. E., Thompson, R. J., Lautsch, B. A. (2015). Balanced Workplace Flexibility.California Management Review,57(4), 5-25. Lewis, R. A. (2014). EFFECTS OF FLEXIBILITY ON WORK-LIFE BALANCE: PERCEPTIONS OF MANAGERS AND EMPLOYEES IN ONE LUXURY HOTEL.Economic and Social Development: Book of Proceedings, 414. Snell, S. A., Morris, S. S., Bohlander, G. W. (2015).Managing human resources. Nelson Education. Sweet, S., Pitt-Catsouphes, M., Boone James, J. (2016). Successes in Changing Flexible Work Arrangement Use: Managers and Work-Unit Variation in a Financial Services Organization.Work and Occupations,43(1), 75-109. Ulrich, D. (2013).Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press. Ulrich, D., Younger, J., Brockbank, W., Ulrich, M. D. (2013). The state of the HR profession.Human Resource Management,52(3), 457-471. Ulrich, D., Zenger, J., Smallwood, N. (2013).Results-based leadership. Harvard Business Press. Williams, J. C., Berdahl, J. L., Vandello, J. A. (2016). Beyond Work-Life Integration.Annual review of psychology,67, 515-539.

Product Liability Suit against British Petroleum

Introduction BP is a multinational corporation whose main activities include exploration and trading in oil and gas. BP is the 3rd largest company in the energy sector in the world and 6th in the overall category. The company is involved in several activities within the energy sector especially exploration of gas and oil, refinery and distribution of the same, generation of power and in retailing of gas and petroleum products.Advertising We will write a custom research paper sample on Product Liability Suit against British Petroleum specifically for you for only $16.05 $11/page Learn More BP has also made major strides in the renewable energy sector especially in bio-fuels, wind power, hydrogen and solar energy. The parent company has its global headquarter in London. There have been several suits brought against BP due to their negligent and unethical behavior which put both people and environment at risk. BP has had many negative incidents which have d ented its social responsibility image around the globe. Some of these mistakes have had severe environmental impacts and have affected the livelihoods of several people. There seems to be a culture of impunity within the company’s top executives since some of its mistakes keep happening again and again. Needless to say the company has ended up on the negative side of several product liability suits due to accidents in its site and the use of some of its products. These suits have been brought by people, companies and groups who have been hurt during these accidents and are demanding justice and retribution for the actions or lack of them on the part of BP. Product Liability Suit against BP There have been several product liability suits against BP across the world due to accidents and harm from using some of its products. But this paper considers the recent and ongoing litigation against BP due to the adverse effect occasioned by the oil spill at the Gulf of Mexico. Recent re velations by the Orlando Sentinel have revealed a damning truth on the part of BP that the designs they used in the deep water rig were not the best for that particular purpose and location. Even more horrifying is the accusation by the sentinel that this particular design was not only inappropriate but also flawed. This conclusion was arrived at through several interviews with engineers.Advertising Looking for research paper on business corporate law? Let's see if we can help you! Get your first paper with 15% OFF Learn More This unearthed the fact that BP chose to use a design which was cheaper and unreliable. In addition to the used design, there were several mechanical blunders which should have been an indication of possible crisis. Oil specialists have singled out the Gulf of Mexico as one of the places where drilling is hard and therefore requires safer and reliable drilling methods. BP clearly ignored all this pool of great advice and chose to place cost cutti ng before human safety and environmental concerns. The resulting spill, one of the largest in history, has put BP on the line of fire and is facing several product liability suits from affected people and businesses. Due to the many product liability suits filed against BP, the plaintiff lawyers have decided to use a litigation strategy called multidistrict litigation (Ashby, 2010). This system of litigation has been used several times in the US in major litigation against major companies. This allows all cases brought against a single company to be brought to one court and be heard by one judge for the purpose of efficiency. The major benefits are time saving mechanisms like sharing depositions and pooling resources in the process of evidence collection. This in turn reduces resource wastage in scenarios where lawyers would have to argue the same in different courts. BP recently had to pay several millions due to a similar issue in Alaska and it’s highly likely that they wil l be ordered to do so again after the completion of this product liability suits. Mitigation against product liability suits and other crisis Six sigma analyses should have influenced BPs management in using the right system from the start or changing it when system and maintenance problems started occurring. They should have used the data collected in this deep sea rig and in other sites to calculate the possible risk and enact the right mitigation measures. But they dismissed most ideas brought about by renowned experts in the field, something which contradicted the sigma approach (Meredith Schafer, 2010). They also failed to establish high standards in building the rig and hence the low standards might have caused the explosion and the escalation of the crisis. The cause and effect ideology can be seen at work during this crisis where BP’s faulty design and their unwillingness to listen became the cause of both the disaster and the great extent to which it affected the su rrounding environment. Needless to say, had they being reasonable from the start, they would have prevented the current cost of redress and the subsequent product liability suits.Advertising We will write a custom research paper sample on Product Liability Suit against British Petroleum specifically for you for only $16.05 $11/page Learn More Crisis management has gained significance in recent times due to the ability of single crisis to erode the benefits accrued over time by a firm and cause loss of life and revenue. However, the implications of a crisis might haunt an organization as is the case of BP for a long time to come. BP has shown that the cost of a crisis is monumental and the cost of redress is always massive. One of the risks that face companies during times of crisis is product liability cases. There is no better example than BP’s recent historical settlement of a product liability case. The result is not just paying out large sett lement or damages but the cost of instituting a PR campaign to rebuild the company’s image. It is not always possible to predict the occurrence of a crisis and the resultant loss that follows, but it is possible to mitigate that probability. This would ensure that should they occur, the extent to which they affect the organization and those around the affected areas won’t be as drastic if no measures had been taken. It is no wonder that many feel that BP should be punished harshly for its many blunders that cost lives and severe damage to the environment. Most academicians believe that there exist enough signals to predict the possible occurrence of catastrophe and ignoring them until it’s too late constitutes negligence. It is only fare then that companies who failure to do so should be held accountable and be made to pay for the cost of repair and compensate the affected individuals. So long as companies continue to ignore mitigation by creating strong crisis management teams, then product liability suits will are here to stay. Conclusion This paper shows clearly that the conduct of BP was irresponsible and should be held accountable for the loss of life and the catastrophic damage to the environment. Although the company has pledged billions in rehabilitation effort, it is not enough for the people who have lost a livelihood due to the oil spill. It remains to be seen whether the courts will rule in favor of the several plaintiff’s who have filed a product liability class suit against BP. But by all indications, it would be unjust to rule otherwise in the face of such gross misconduct and negligence on the part of BP.Advertising Looking for research paper on business corporate law? Let's see if we can help you! Get your first paper with 15% OFF Learn More References Ashby, J. (2010, September 13). As BP Suits Take Off, a Hard Look at the ‘MDL’ Process. Wall Street Journal. Retrieved from https://blogs.wsj.com/law/2010/09/13/as-bp-suits-take-off-a-hard-look-at-the-mdl-process/ Meredith, J. Shafer, S. (2010). Operations Management for MBAs, 4th Ed. John Wiley Sons. This research paper on Product Liability Suit against British Petroleum was written and submitted by user TheFury to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

history of basketball

history of basketball Free Online Research Papers The beginning of basketball is believed to have started during Aztec times. Modern basketball as we know it began in 1891 by the creator Dr. James Naismith at a YMCA in Springfield, Massachusetts. He developed the game for the football and lacrosse players to play during the winter with rules that had little physical contact. At first there were nine players on each team with a goalkeeper, two guards, three centers, two wings, and a home man. Initially soccer balls were used for the games. Dr. James Naismith also created the basketball, which at first had laces like a football. In the year 1892 Lew Allen made a cylinder with heavily woven wire to replace the old basketball rims which were peach baskets. Three years after the new rim was made they installed backboards to prevent fans from interfering with play. The first professional league, The National Basketball League, was formed with six teams in New Jersey and Pennsylvania. From the years 1908 to 1923 three new rules were put into place. The dribbler is allowed to shoot the ball. Players are allowed to leave and re-enter the game. The person fouled has to take the foul shot eliminating the designated foul shooter. The second professional league came in to play the American Basketball League(ABL), but it disbanded six years after it started but reformed two years later. Over those six years both leagues made double dribble illegal. That is dribbling, picking the ball up with two hands and dribbling again. A year after the ABL disbanded they added a half court line and a 10 second rule to prevent stalling during the game. In 1939 the backboard got moved. Originally. it hung two feet into the court and was moved to four feet into the court. This was done to add more movement under and behind the backboard. In 1945 there were many rules and regulations added, such as, defensive goaltending was banned. Players are now allowed five fouls before fouling out, it previously was four. The Basketball Association of America (BAA) was formed in1946 and than in 1949 it merged with the National Basketball League to form what is now the National Basketball Association or the NBA. It consisted of 17 teams in 3 divisions. One year later the first African American player was drafted into the NBA, Chuck Cooper from Duquesne University. Also the NBA adopted the one and one free throw rule. In 1951 the first NBA All-Star game was played where the East beat the West 111 to 94. Four years later the NBA put in the 24-second shot clock to prevent even more stalling. In 1962, Wilt Chamberlain put on the greatest performance ever seen when he put up 100 points in one game. This is even more remarkable because there were no three pointer shots, he did it scoring only one and two point baskets. Moses Malone in 1974 became the first player to be drafted straight out of high school to go pro. Denver Nuggets, Indiana Pacers, New York Nets and San Antonio Spurs were added to the NBA in 1976. The NBA adopts the 3-point basket in 1980. A third official is added in a game in 1989. In 1991 two free throws are awarded to a team after 10 fouls. The NBA expands into Canada in 1995 with the Vancouver grizzlies and the Toronto raptors. The most recent rule change was in 2000. Instant replay review of last second shots was added to see if they were correct about their call. This paper has covered many topics, such as the rules and how they have changed, and some of the regulations. Players who have broken records, and changed history. You have learned from Wilt Chamberlain to different leagues before the NBA. Research Papers on history of basketballThe Hockey GameAppeasement Policy Towards the Outbreak of World War 2The Effects of Illegal ImmigrationHip-Hop is ArtQuebec and CanadaMarketing of Lifeboy Soap A Unilever ProductAssess the importance of Nationalism 1815-1850 EuropeCapital PunishmentPersonal Experience with Teen Pregnancy19 Century Society: A Deeply Divided Era

Pronouncing the Difficult Consonants of Spanish

Pronouncing the Difficult Consonants of Spanish While many of the Spanish consonants have sounds that are similar to those in English, many are distinctly different and have become the bane of many a Spanish student. Persons learning Spanish who see a familiar letter are tempted to give it the pronunciation they already know- but more often than not that wont get it exactly right. Even though Spanish is highly phonetic, some letters have more than one pronunciation, and still others are simply different than what might be expected. Consonants With More Than One Sound C, at least in most of Latin America, is pronounced like the c in cereal when it comes before an e or an i, and like the c in car when it is other positions. Examples: complacer, hacer, cido, carro, acabar, crimen. Note: Although you will be understood if you use the Latin American pronunciation, in parts of Spain the c sounds like the th in thin when it comes before an e or i. Learn more details in the lesson on pronouncing the C. D generally is pronounced somewhat like the d in diet, although often the tongue touches the bottom of the teeth instead of the top. But when d comes between vowels, it has a much softer sound, kind of like the th in that. Examples: derecho, helado, diablo. See our lesson on pronouncing the  D for more details. G is pronounced much like the English g in go, although softer, except when it precedes an i or e. In those cases, it is pronounced like the Spanish j. Examples: gordo, gritar, gigante, mgico. See the lesson on pronouncing the  G. N usually has the sound of the n in nice. If it is followed by a b, v, f or p, it has the sound of m in empathy. Examples: no, en, en vez de, andar. Learn more in our lesson on the  N. X varies in sound, depending on the origin of the word. It is often pronounced like the x in example or exit, but it also may be pronounced like the s or the Spanish j. In words of Mayan origin it can even have the English sh sound. Examples: à ©xito, experiencia, Mà ©xico, Xela. See also our explanation of the Spanish  X. Consonants That Markedly Differ from English B and V are pronounced exactly the same. In fact, one of the few spelling problems that many Spanish speakers have is with these two letters, because they dont distinguish them at all from their sound. Generally, the b and v are pronounced like the b in beach. When either of the letters is between two vowels, the sound is formed kind of like the English v, except that the sound is made by touching the lips together instead of the upper teeth and lower lip. See our lesson on pronouncing the B and V for more details and a brief audio lesson. H is always silent. Examples: hermano, hacer, deshacer. See also the lesson on the silent H. J (and the g when before an e or i) can be difficult, as its sound, that of the German ch, is absent in English except for a few foreign words where it is sometimes retained, as in the final sound of loch or the initial sound of Channukah. The sound is sometimes described as a heavily aspirated h, made by expelling air between the back of the tongue and the soft palate. If you cant pronounce it well, youll be understood by using the h sound of house, but its worthwhile to work on the correct pronunciation. Examples: garaje, juego, jardà ­n. See the lesson on pronouncing the J. L is always pronounced like the first l in little, never like the second one. Examples: los, helado, pastel. See the lesson on pronouncing the L. LL (once considered a separate letter) is usually pronounced like the y in yellow. There are some regional variations, however. In parts of Spain it has the sound of the ll in million, and in parts of Argentina it has the zh sound of azure. Examples: llama, calle, Hermosillo. See the lesson on pronouncing the LL. Ñ is pronounced like the ny in canyon. Examples: à ±oà ±o, caà ±Ãƒ ³n, campaà ±a. See the lesson on pronouncing the Ñ. R and RR are formed by a flap of the tongue against the roof of the mouth, or a trill. See the R and RR how to guides for these letters. Z generally sounds like the s in simple. In Spain it is often pronounced like the th in thin. Examples: zeta, zorro, vez. See our lesson on pronouncing the C and Z.

Intrapreneurship Coursework Example | Topics and Well Written Essays - 2500 words

Intrapreneurship - Coursework Example By doing this, there would be the ability to provide help with those in need of assistance with the illnesses. To completely allow this project to move into completion, there was a focus on strategy, motivation and management that was based on meeting end results and assisting with those in need. By focusing on this, there was the ability to work effectively with those in the community. Profile of the Community The Willows Foundation is one which is focused on assisting those that are ill and between the ages of 16-40. The objective of the organization is to ensure that basic care as well as health care is provided to those in need while assuring that there is less stress among those that are moving through the difficulties with health. The objective is not only based on providing basic assistance but also moves into offering Special Days, which allows those who are facing chronic illness to have times to get out of the condition and away from the continuous pressures and mental dist ress which comes from having a life threatening disease. By organizing specific activities, there is the ability for the Willows Foundation to bring peace of mind to those who are facing a life – threatening disease, while assisting with types of recovery for those who are in need (Willow Foundation, 2011). The concept of raising funds for the Willow Foundation was followed by the location which was associated with the project. The group which was focused on this comes from various regions of the world, including India, Pakistan and Nigeria. This provides a different outlook and sets of diversity on the main organization. With this approach in mind, was also the component of finding a way to raise the most funds for the project. This was done by creating a target market with a focus on a smaller market segment. The segment was based in Triton Square and had only the competition of Starbucks and Costa. The community is one which knew of the objectives of our organization and t he Willow Foundation and it was believed that the promotion would be easily supported with the needs of the organization. How the Activity Evolved The beginning of the planning process was associated with finding an aim and objective as well as an end goal of what we could do with the managerial process. Throughout the project the aim and objectives remained the same and allowed the group to remain unified with what was occurring. After we had decided that the planning needed to incorporate the focus on a humanitarian project with a fundraiser, then there was the ability to move forward in defining the specific goals and working toward achieving the end results with each individual taking the necessary steps. The decision to work with the Willow Foundation was based on research which was conducted as a group. The main ideal was to fulfill the aim of giving back to the community and to work toward highlighting an organization which was interested in assisting others. With the researc h conducted by the group, it was found that the Willow Foundation was one of the only foundations which offered the Special Days and opportunities for those with life – threatening illnesses, all which provided and implemented a different approach to disease and the components which were a part of this. As a group, it was determined that this would work effectively with reaching the main objective of

Legislative Issues Paper-reimbursement for Nurse Practitioners Research Paper

Legislative Issues -reimbursement for Nurse Practitioners - Research Paper Example According to Frakes and Evans (2006), in 2003, the federal government spent 13% of its budget on Medicare services. This means that the federal government spent as much as $271 billion on providing health care services to the needy citizens (Frakes and Evans, 2006). As a result of the increasing allocation on health care programs and policies, the federal government has put significant interest in managing and controlling its costs on implementing these health care programs. In doing so, the federal government has used the legislation to control health care costs by creating a regulatory structure that will regulate resultant costs and prevent fraud within the health industry (Frakes and Evans, 2006). Because of these regulatory policies and programs, health care providers in both patient care and practice are affected (Frakes and Evans, 2006). Of the health care providers that are very much affected of the regulatory efforts set by the federal government, the advanced practice nurse s (APN) are among them. Nurse practitioners (NPs) and clinical nurse specialists (CNSs) make up APNs (Frakes and Evans, 2006). According to (Hamric, Spross, and Hanson, 2009), the roles of APNs include nurse practitioners (NPs), certified registered nurse anesthetists (CRNAs), clinical nurse specialists (CNSs), and ), certified nurse-midwives (CNMs). ... uently, health providers such as physicians and registered nurses are reimbursed under the Current Procedural Terminology system which is created by the American Medical Association (Frakes and Evans, 2006). In this system, which was developed in 1966, reimbursements for a service are determined through the individual provider’s relative value scale (Frakes and Evans, 2006). Subsequently, the value scale, according to Richmond, Thompson, & Sullivan-Marx (2000), is thereby established based on the professional liability insurance cost, practice expense, and work done of the provider, and then multiplied by a geographic expense adjustment modifier. Incidentally, under the reimbursement system, APNs can receive reimbursements from the government’s Medicare and Medicaid programs, commercial insurers, self-insured institutions, and managed care organizations for the services they provide (Frakes and Evans, 2006). With the Omnibus Budget Reconciliation Acts of 1989 and 1990, APNs are able to receive reimbursements; however, Richmond, Thompson, & Sullivan-Marx (2000) maintain that the limitation of this Act is that reimbursements are confined to those who practice inside skilled nursing facilities and rural areas. Another restriction to the reimbursement rights of APNs is that APNS can reimburse only for services billed as â€Å"incident to† a physician’s care but requires that the APN be employed or contracted with the physician (Frakes and Evans, 2006). Through this set-up, physicians enjoy reimbursements at 100% of their rates. Clearly, the disparity between APNs and physicians is manifested through these reimbursement policies. In a study of Ruchlin, Levey, and Muller (1975), they define the function of reimbursement programs. In their study, they utilize the

Safe Travel Essay Example for Free

Safe Travel Essay These days, we Geeks don’t travel anywhere without our laptops. It’s a given that we need to have them on us! How would we survive?! Thankfully, Seth sent in the following tips to help us keep them safe while we are on the road. Pad The Laptop: Make sure the laptop bag or carrying case you transport your laptop in provides adequate padding. As you move about the airport or shove the laptop under the seat in front of you or into the overhead storage compartment, the laptop can be jarred and jostled quite a bit. Keep It On You: It is not uncommon for someone to set their luggage down while standing in line for a muffin, or to sit down while waiting for a flight. With all luggage, it is important to keep an eye on it and ensure nobody tampers with it or steals it. Because of their size and value though, laptops make prime targets and a thief can snatch the laptop bag and keep walking while you are unaware with your back turned. You should keep the laptop bag on your shoulder or keep it in sight at all times. Back Up Data: Perform a backup of all critical or sensitive data before departing. Just in case your laptop does become damaged or lost, you don’t want to also lose your important files and information. You can buy a new laptop, but it is much harder to replace lost data. Encrypt Your Data: Just in case your laptop should fall into unauthorized hands, you should make sure your hard drive is encrypted. Laptops with Windows Vista Enterprise or Ultimate come equipped with BitLocker drive encryption. If you aren’t using one of these versions of Windows Vista, and your company has not implemented any other sort of enterprise-wide encryption solution, you can use an open source solution such as TrueCrypt to protect your data. Document Identifying Information: In case your laptop does end up lost or stolen, you should be able to provide detailed information about the make, model, serial number and any other identifying information. You may need the information to file a claim with the airline or your insurance company, or to provide law enforcement. Use Strong Passwords: Follow the advice in Passwords and How to Make Them to make sure that your passwords can not be easily guessed or cracked if your laptop falls into the wrong hands. An excellent program for helping to secure and manage your passwords is Password Vault, which works for both Windows and Mac OS X. Use a BIOS Password: Protecting your laptop with an operating system login and password is a good idea, but there are ways to circumvent that protection and gain access to the data still. For better protection, you should enable password protection at the BIOS level so that the laptop can not even be turned on without the correct password. Implement Remote Data Protection: Another step you can take to make sure your data does not fall into the wrong hands is to look into products that will allow you to remotely destroy or erase the data on your laptop if it is lost or stolen. These products generally require that the unauthorized user connect to the Internet first in order for them to do their work though, so they are not a guarantee. Use Portable Storage: To make sure you have the business critical PowerPoint presentation or Excel spreadsheet that you need to show your business partners in order to seal the multi-million dollar deal (or whatever other important files and documents might be on your laptp) you should carry a copy on a USB thumb drive or some other type of portable storage that you can carry separate from the laptop in case it becomes lost or stolen. Just Leave The Laptop At Home: When it comes to all of the hassles and all of the issues that can arise from traveling with your laptop, you should also consider whether you really need to take it. You can carry your data or files on portable storage such as a CD, DVD or USB drive, or you can just email or FTP the data ahead of you. Then, you can borrow a desktop or laptop system once you are safely on the ground and at the office site you are visiting.

The Eastern Chipmunk Essay -- essays research papers

The Eastern Chipmunk The Eastern chipmunk is a small rodent of the Sciuridae family. This chipmunk is closely related to the red and grey fox, the flying squirrel, and the woodchuck. Its Taxonomic name is Tamias Striatus. The word Tamias, Means collector or keeper and Striatus refers to its bold stripes and coloring. The body of the average Eastern Chipmunk is about 8 to 10 inches long, the weigh about 2 ÂÂ ½ to 4 ounces. The ears are rounded with ears that stick straight up. It has short legs, the hind legs each have five claws, the front legs have four, and a long thumb like extension. They also have a furry flat tail. Chipmunks have short, dense body fur. It is the same color for males and females. This is a reddish-brown with black and white hairs. The cheeks and sides of the body are grayish-tan to tawny brown. Chipmunks are omnivorous. They generally eat nuts, seeds of herbaceous plants, mushrooms, berries, corn, the flesh and seeds of some fruits and garden vegetables, Birds' eggs, insects, snails, earthworms, millipedes, salamanders, small snakes, frogs and young...

Recruitment and Selection Strategies Essay

Summary: The recruitment and selection strategies that a company chooses are vital to the success of a business. Recruitment and selection strategies just thrown together are likely to fail. This is why a new business, such as Landslide Limousine must define the necessary criteria for recruitment and selection processes that will support its employee selections. This criterion will include hiring an adequate and qualified staff, a commitment to fair employment practices, and pre-employment standards to include background and reference checks. To determine the criteria for these requirements, the company’s organizational goals, the forecasted demographic changes, analyze workforce needs, workforce diversity objectives, organizational branding, and the methods needed for recruiting, screening, and selecting the proper candidates will be looked at. By assessing these areas we will be able to provide Landslide Limousine effective strategies for the recruitment and selection of personnel to provide a high quality and reliable service to its customers. We will also need to take into account that Landslide Limousine is a new company moving into Austin, Texas, and will need to follow local, state, and federal laws for the area in the employment processes. Organizational Goals Mr. Stonefield has set a goal for his company Landslide Limousine to be the  best limo service in Austin, Texas. He plans on hiring up to 25 employees within the first year with only a 10% turnover rate. He does expect to have a net annual revenue of -$50,000 for the first year, but an annual expected revenue growth of -5% for future years. To meet these goals there needs to be the right employees in place that will â€Å"buy in† to the company. These employees will understand the vision that Mr. Stonefield wishes for his company and want to help him reach it. Forecasted Demographic Changes Landslide Limousine is expecting to have a high turnover rate the first year. To keep the business going successfully it is necessary for the individuals hired to help out in other areas when needed. For this to be accomplished, the applicants need to be qualified in a variety of areas. The company will also need to think ahead and hire individuals who might be bilingual because of the proximity of Austin, Texas, to the Mexico border. An applicant who is not bilingual should not be dissuaded from applying, it would just be an added benefit for the company. Analysis of Workforce Needs Landslide Limousine will employ up to 25 people within the first year these employees will include customer service representatives, dispatchers, drivers, HR assistants, and managers. Customer service representatives will handle the calls from customers and potential customers. They will be the frontline to the business and must have high customer service qualities. Dispatchers will convey information that the customer service representative gathers to the drivers about where and when to pick up and drop off clients. Drivers will drive the customers to their locations in an efficient professional manner. HR assistants will help the manager in making sure that the company is following the applicable local, state, and federal employment laws and help handle any HR related issues with the employees. A manager will oversee the rest of the employees and ensure that the company is maintaining its perspective on the company’s goals and objectives. Workforce Diversity Objectives Landslide Limousine’s success will depend on its ability to hire qualified  candidates from a diverse pool of applicants. For this reason the hiring individual must be familiar with equal employment opportunity laws, fair employment practices related to the recruiting and hiring processes, and employment eligibility that allow an individual to work in the United States. The last is especially important with Austin, Texas, close to the Mexico border the immigration laws must be strictly adhered to (â€Å"Do your applicants,† n.d.). This will ensure that the employees have the proper credentials necessary for employment in the United States. Organizational Branding Mr. Stonefield wants his company to be the best there is in Austin, Texas. To do this he must ensure that his goals and visions for the company meet the needs of his consumers. He will also need to ensure that the employees hired are a good fit for the company and the image that he wishes to portray. In this type of industry, the contact made with the customer is a big influence on how he or she perceives the company. If there is a choice between attitude and skills, the individual with the correct attitude toward customer service should win out every time. Work skills are something that can be taught with training, customer service skills have to do with the attitude that an individual has and how he or she can handle situations with customers effectively. Methods for Recruiting Candidates This will be a key component in an effective recruitment and selection process. The methods for recruiting candidates will be from several sources. We cannot use internal sources at this time because the company is just starting up in the Austin, Texas, area. This is something that will be considered for future job openings in the company. For the initial job openings the sources will be external, and the areas to consider are newspaper advertisements, state employment services, job fairs, and using word of mouth. These methods will bring in applicants who may have the experience needed for the line of work the company is looking to fill. Another area to consider would be online job-related sites such as carreerbuilder.com and monster.com. Networking through professional organizations and keeping an eye out for changes among the competition as  also very useful. The company must know exactly what type of applicant they are looking for before advertising the positions and accepting resumes (Richason IV, n.d.). One last area to consider would be a temp service agency that specializes in providing other companies employees who will work for them on a temporary basis. These employees are hired by the temp service agency to meet the requirements requested by the company. By hiring through a temp agency, the screening and selecting of candidates is completed by them. Employees hired by this type of agency do have the opportunity to be hired as a permanent employee of the company. Methods for Screening Candidates The company needs to ensure the individual doing the hiring is knowledgeable in equal employment opportunity laws and affirmative action provisions pertaining to the position. This is the first opportunity in the recruitment and selection processes that an employer can express his or her commitment to equal opportunity. This is a critical part of any effective recruitment and selection process. When screening applicants for a position the reviewer must look for suitable qualifications. These are the experience of the applicant, his or her credentials, educational requirements for the position, and the presentation of his or her qualifications. A quick review of applications and resumes can help a company identify qualified applicants by looking for key words. Interview Methods Once the applicants have been narrowed down, the individual doing the hiring can conduct preliminary phone interviews. These phone interviews or screening interviews will describe to the applicant in more detail the job position and requirements, assess the applicants communication skills, review his or her work history, and to determine if he or she is interested in a face-to-face interview. The face-to-face interview is the most common interview method, which involves the applicant and the interviewer meeting face-to-face in an office. These interviews can be behavioral, situational, structured, and  unstructured or a combination thereof. A behavioral interview will typically ask an applicant to explain his or her work experience, skills, and activities as examples of his or her past behavior. A situational interview will ask questions about hypothetical events. The applicant is asked how he or she would react in a particular situation. A structured interview has a standard set of questions that are asked of every applicant. An unstructured interview adapts the questions based on the applicant’s intelligence, understanding and answers. It is recommended that these different types of face-to-face interviews be melded into one for Landslide Limousine. The interviewer should have some structured questions to ask of all applicants, unstructured questions based on the interviewees understanding and answers. Behavioral and situational questions will ask the interviewee questions based on his or her past behavior and questions based on hypothetical events. Testing Procedures There are several types of tests that can be administered. Cognitive tests will test reasoning, memory, math skills, reading comprehension, and knowledge of a job or function. Personality and integrity tests will determine if an individual has certain traits or dispositions and will predict if the individual will engage in certain types of conduct. Medical examinations are required by the Department of Transportation to carry a commercial drivers license (CDL) and in Austin, Texas, a CDL is required to drive a limousine. Drug testing required for every employee before and during employment. Also criminal background checks are recommended because of the nature of business the company does. These tests should be administered without regard to color, race, sex, national origin, age, religion, or disability (â€Å"Employment tests and,† 2010). Before giving a test for pre-employment there are a few things that need to established to ensure that the test is legally defensible. These things are to make sure that the right tests are given and that the company has certified the tests validity and reliability. A valid test must measure the criteria needed for predicting job performances. It also must be reliable, which means that the test must measure an item consistently or that an individual’s score should be close to the same every time it is  taken. Because employment testing can be challenged in court, the company needs to make sure that the tests do not violate any local, state, or federal Equal Employment Opportunity Laws, including Title VII (Quast, 2011). There are several laws that need to be considered when administering these tests. They are the Age Discrimination in Employment Act of 1967 (ADEA), the Americans with Disabilities Act of 1990 (ADA), and the Title VII of the Civil Rights Act of 1964 (Title VII). The use of these tests and applicant selection procedures are prohibited if they are discriminatory. Avoid questions of a personal nature or ones that may be considered offensive. Also the company should not just rely on these test results to choose the right candidate for the position (â€Å"Employment tests and,† 2010). Interview Process Considerations Interviews are scheduled when the hiring individual has free uninterrupted time. This allows them the opportunity to review the resume and conduct an informational interview with the applicant. Refrain from focusing on his or her credentials or experience. The interviewer needs to present hypothetical scenarios to the applicant and ask how he or she would evaluate and solve the problem. Listen to his or her responses without interrupting and make notes on the key points of the conversation (Richason IV, n.d.). Methods for Selecting Candidates The methods used for selecting the right candidates for the positions will be varied, depending on the position applied for. The interviews and tests will be a consideration for positions needing filled. The notes taken during the interview process will be compared to the applicants resume to see if anything was missed. The selections will be based on how competently he or she answered the questions and the questions that were asked by him or her during the interview. The limousine driver position needs a valid commercial driver’s license for the state of Texas, and is a requirement for working in the Austin, Texas, area. Applicants who do not ask questions are either uninterested in working for the company or shy and therefore might not be a good fit for the company (Richason IV, n.d.). Conclusion The recommendations that have been made will ensure the continued success of the company. The company’s organizational goals, forecasted demographic changes, workforce needs and diversity objectives, organizational branding, and the methods needed for recruiting, screening, and selecting candidates have been considered in the development of this plan. The recruitment and selection process must adhere to local, state, and federal laws to ensure compliance and avoid legal issues. By following these recommendations Landslide Limousine will hire an adequate and qualified staff while ensuring a commitment to fair employment practices and pre-employment standards. References Do your applicants have the right to work in the u.s.?. (n.d.). Retrieved from http://www.firstchoiceresearch.com/docs/I-9 Employment Eligibility.pdf Quast, L. (2011, September 13). [Web log message]. Retrieved from http://www.forbes.com/sites/lisaquast/2011/09/13/pre-employment-testing-a-helpful-way-for-companies-to-screen-applicants/2/ Richason IV, O. E. (n.d.). Methods of recruitmant and selection. Retrieved from http://smallbusiness.chron.com/methods-recruitment-selection-2532.html The U.S. Equal Employment Opportunity Commission, (2010). Employment tests and selection procedures. Retrieved from website: http://www.eeoc.gov/policy/docs/factemployment_procedures.html

Sample Autobiography

When I sit back and consider the significant events in my past, the important aspects of my current life, and my future goals, the underlying theme is one of appreciating diversity, especially across ethnic and socioeconomic class lines. I was born and raised in Brooklyn, New York, the product of a Catholic father with roots in Italy and a Jewish mother of Russian and Austrian ancestry. In my early years of education, the frustration with teachers mispronouncing my last name seemed as though it might never end. I remember how my father would approach the administrators of my elementary school before Honor Roll ceremonies to be sure they would pronounce it correctly as I walked across the stage for my moment of glory. The terror did not end until the seventh grade when I had my first course in Spanish, at which point my teacher had some experience with â€Å"exotic† names and got â€Å"you-zee-nee† correct on the first try. I believe that I grew more, emotionally, socially, and intellectually, during my four years of high school than during any other period of time thus far. Midwood High School at Brooklyn College attracted students from every part of New York City. Indeed, it provided a rigorous academic environment, and with one college advisor for each graduating class of nearly 700 students, I managed to learn some important lessons about dealing with â€Å"the system. Midwood continues to prepare its students well; it has consistently placed among the top 50 in national rankings of high schools. It was at Midwood that I found my academic strengths and was given the tools to pursue them to the fullest extent possible. Because I was placed in a situation with few of the resources many students had in other better-funded schools, I learned how to make the best of the situation. I began to search for a way to address my own concerns about the racial tensions. Within a few years I would find myself at Texas A&M University, bringing another drastic change in my lifestyle and the culture I would have to adapt to. The past few years have been a very enjoyable experience, satisfying all of my intellectual and social needs. I have focused the next few years on developing a solid research program dealing with I have also put forth as much effort as possible in attempting to diversify the future of our profession. social psychological approaches to social issues, especially racial and ethnic relations.

Practice Experience, Decision-Making and Professional Authority The WritePass Journal

Practice Experience, Decision-Making and Professional Authority Abstract Practice Experience, Decision-Making and Professional Authority .   I focus upon an incident where I worked alone with a service user suffering domestic violence.   There is no legal definition of domestic violence (DV). However, the government describes DV as â€Å"any incident of threatening behaviour, violence or abuse (psychological, physical, sexual, financial or emotional) between adults who are or have been in a relationship together or between family members, regardless of gender and sexuality† (Home Office 2012 [online]). Most reported DV cases are directed by men towards women. DV also occurs in same sex relationships and in a relatively small number of cases, by women against men. The case study is described, and my experiences of decision-making and how I exercised professional authority brought out.  Ã‚   I explore the theories surrounding the areas I look at in the case study, particularly the ways theory links with practice. I also look at the legal policy framework which is relevant to the case study. I also bring out personal skills including communication and look at the role they played. 2. Case Study I started my placement with a domestic violence agency in an inner city London borough in March, 2012.   The agency works exclusively with service users fleeing domestic violence.   Ã‚  The incident I have chosen for this case study involved lone working with a service user who had approached the organisation that I am on placement with for support regarding domestic violence abuse she was suffering at home. The service user will be referred to as SS in accordance with the Data Protection Act 1989.  Ã‚   SS is a French national who had relocated to the United Kingdom with her mother at the age of 14. Her relationship with her mother had broken down because she remained in a relationship with the perpetrator (Perp) at her mother’s disapproval. She had been married to the Perp for three years. They have two children, age 14 months and 2 months, her first child is a girl and the new born baby a boy. The perp started to be controlling after she had their first child. After t heir second child was born the abuse started happening more frequently. On a particular occasion, the perp grabbed SS, threw her against the wall and hit her several times across the face. She approached my placement agency for support after she was advised by another agency. SS attended as a duty. Therefore, the onus was on me as the duty staff to assess her circumstances and offer appropriate advice and support to safeguard SS and her children. As such, I had a role of responsibility, with the future wellbeing of SS partly   in my hands.     I prepared for the DV2 assessment in line with the agency’s lone working policy. I signed SS in and informed my peers of the room where the assessment was taking place; I also booked her in the duty book. I made sure the assessment room I choose was available, clean, spacious and comfortable as there was a professional from another agency and her children with her also. I also made sure that SS had a private space to discuss her issues and express her feelings without interruptions from her children. I had provided toys to distract her eldest child whilst the assessment was going on.   SS informed me during the assessment that some of the documents that she might need to present at the Homeless option s Centre (HOC) were at home, she offered to quickly rush home to pick them up whilst the perpetrator (Perp) was still at work. I advised her that the risk associated with such action might be too great for the children and herself, as the perp might walk in on them. I gave her options to either get a police escort or ask a friend who lives near the house to get such documents for her. By so doing I was able to manage the risk to SS and her children. I used the DV2 assessment form to understand her needs, whilst also working together with SS to respond to her crisis situation. I was able to address behaviours that posed a risk to her and the children, I recognised and acknowledged the risk to SS if she returns to the house alone. She agreed that going back to the family house will put the children and her at risk. The risk was assessed and plans were put in place to manage such risk and minimise the risk of further abuse to her and the children in accordance to the GSCC code of practice and Every Child Matters agenda, 2004. Through the DV2 assessment, I also able to identify the need for safe and comfortable accommodation to manage such identified risk to SS and her children. However, my concern was that she might go back to the abusive relationship if appropriate support was not available.   SS would still need to pass the habitual residency test (HBT) as an in EEA national to ascertain her rights to public funds in the United Kingdom because of SS’s nationality (French). If she fails this test (HRT), she might not be eligible for benefits, and the stress of managing with two children without an income might be too much for her to cope with alone. Hence, without adequate support available, she might return to the abusive environment from where she is trying to flee.   I wrote a housing letter to the HOC to support her claim for domestic violence and also offered to attend the HOC centre with her to advocate on her behalf. By so doing I was able to mitigate the risk to which SS and the children were exposed. I gave her a voice and also considered the children’s situation and the statutory support that might be available for them. I searc hed for local refuges to address her housing need, made a referral to children’s social services, provided food vouchers and made arrangements for them to be accommodated away from the perp’s area of influence. 3. Theoretical Context / Legal Policy and Framework, Application to Case Study This case can be seen in the context of a number of theories relevant to the situation, and also in the context of current legal policy and legal framework. This section will look at these connections, first at the theoretical context and next at the legal situation. 3.1 Theoretical Context and Case Study Application The psychologist Maslow suggested that all human beings have a number of needs which need to be satisfied in order for a person to live at his or her full potential. These needs, he also suggested, form a hierarchy, that is, they are ordered. ‘Lower’ needs are required to be satisfied first, before other needs come into play   (Maslow 1943).   Physiological needs are the most basic, including things we need to do to survive (eating, sleeping etc.).   Next come security needs, that is the need for shelter and access to health services. Once these are satisfied, social needs become relevant. These are the needs for feeling part of a group, affection and similar. These are frequently satisfied by work, friends and family.  Ã‚   Higher level needs are the need for esteem, that is, for feeling good about oneself and social recognition, and the need for ‘self-actualisation’,   the need for personal growth and fulfilling one’s ability to the full ( Zastrow et al 2009). In terms of this model, SS was clearly struggling with needs at the lowest level, physiological and security needs. She was finding it difficult to access funds for her children to eat, and given that the perp. lived in the family home, her housing needs were threatened. SS’s health would also be under threat should she return to the family home. As such, the model predicts that SS would be feeling exceptionally insecure and vulnerable: partially met or unmet human needs are associated with increasing vulnerability (De Chesnay and Anderson 2008, p. 489). Another theoretical model is provided by crisis intervention theory’. This is a particularly useful model as it is directed towards practical action (Coady and Lehman 2007).  Ã‚  Ã‚  Ã‚   It is based around the idea that a crisis presents both a challenge (in an extreme form) and an opportunity (Roberts 1995). In other words, a crisis can lead to positive change. One leading developer of the idea was Erkison (1950) CITE) who looked at the role   played by crisis in the maturation of typical human beings. Eric Lindemann (1944) developed a systematic model to deal with crisis. A model suggested by Golan (1978) is useful for this case study. He suggested four stages: first, the person suffering the crisis develops a subjective response to the situation. Next, this leads to upset or lack of balance, previous ways of dealing with problems dont apply. At this stage, though it is chaotic, there is some hope for new approaches.   Thirdly, this particular crisis can link to unres olved conflicts in the person. Finally, the first three stages lead to new opportunities to develop new ways of dealing with potentially damaging situations. It is the role of the professional to help the service user see these new ways of responding   (Roberts 1995). In terms of the case study, SS seems to be at a crisis point, and one which led to the development of new ways of dealing with her abusive partner.  Ã‚   One incident led to SS presenting to the agency, but this crisis incident was the catalyst for realising that her previous attempts to deal with the situation of violence, through staying with her abusive partner, were not working. Though greatly distressed, particularly by the upheaval she and her children were experiencing, SS learnt new ways of dealing with the situation, primarily removing herself from the family home and asking authorities for support in finding a new home. I personally found psychodynamic theory, which aims to uncover the reasons for domestic abuse in early childhood situations, less useful to this particular case study. The ideas about how rage from childhood is visited upon an adult’s current partner (Sanderson 2008) are, I felt, useful as a background, however psychodynamic theory seems to advocate long-term therapeutic treatments which just aren’t possible or appropriate given the immediate emergency of the situation. However, I did find that ideas like this helped me step back and understand that sometimes people’s actions stem from very deeply rooted issues which are hard to tackle. This has helped me overcome an early frustration with some client’s inability, seemingly, to see what is going on clearly. I felt the more practically focussed therapeutic techniques were more useful. These included person-centred and task-centred approaches.  Ã‚   Person-, or client-, centred therapy was developed by Rodgers in the 1940’s. It suggests that the client is at the centre of any counselling process, and that it is the task of the counsellor (or, in this case, the social services professional) to understand how the client sees the world. Without this understanding, it is not possible to help the client move forward.   The person-centred approach advocates avoiding lecturing, manipulating, bribing, directing or otherwise trying to change the client’s behaviours from outside. Rather, the need is to empower the client to grow (Vincent 2005).   There are a number of techniques which can be used, including empathy, congruence (letting the client see you as you are), and positive regard (Jarvis et al 2002).  Ã‚   I found this theory particularly useful, as it made me realise t he need to abandon judgement of SS, and get to know how she saw the situation. The idea of congruence helped me see that I need not present an entirely blank, professional face, but could inject something of my own personality into our meetings. The task-centred approach is time-limited, that is (unlike many psychodynamic therapies) it is carried out over a time period fixed in advance. It is therefore useful in situations like this one where only a limited period of time is available. The idea was developed in the USA, but has become widespread elsewhere. It involves client and professional agreeing together some goals to be reached over a clearly defined period of time. It emerged from a background where social work was hampered by a psycho-analytic perspective on client behaviour, and thus offered a much-needed way to focus upon specifics and deliverables. The approach involves mutual agreement about goals, problems which the service user can see for themselves and which they can work on by themselves between sessions. The focus is upon what the user wants to change (Wilson et al 2008). I found this approach a useful one to combine with a person-centred perspective. I was able to agree with SS things she wanted to change (living with her abusive partner) and we agreed tasks to complete to achieve this overall goal, including contacting other agencies for housing advice. Ideas about risk management and risk assessment were also very useful in this particular case, as there was a risk of harm from the perp. for the client, and perhaps also for social service professionals who became involved. Because perceptions of risk are highly subjective, there is a need to objectify the existing risk(s) as far as possible to try and eliminate as much bias as one can. Normative models of risk address how to make the best decision when there are a number of possible options or ways forward are useful: they allow the assessment of how likely certain outcome are   (Messer and Jones 1999, p. 90). As this situation involves young children, structured risk assessment models are useful, as they allow the situation to be assessed in terms of childrens needs as well as the mothers (Harne 2011). Many now advocate shifting away from risk assessment looking at single factors to looking at the interaction of factors across individual, social and cultural domains (Chalk and K ing 1998, p. 277) 3.2 Legal and Policy Framework, and Case Study Application There are a number of legal and policy documents which are also relevant to the case study.   The Domestic Violence, Crime and Victims Act 2004 was designed to extend the protection available to vulnerable adults and children, and included a new offence of ‘causing or allowing the death of a child or vulnerable adult’, designed to address cases where two partners failed to admit responsibility for child injury. It also made common assault an arrestable offence, added new powers to fine offenders, and changed non-molestation orders to allow non-compliance to attract prison sentences of up to 5 years.   The circumstances under which a case can be heard without a jury are also extended (Guardian 2009). This Act offers a range of additional protections for the victims of domestic violence, in terms of criminal proceedings which might be brought against the perpetrator. For the case study above, SS has not reached the point of deciding to press charges against her partner . My first concern is to make sure she has secure accommodation and is safe from further abuse. However, in time, she will consider the possibility of legal action against her partner, and I feel the Act allows extra protection for her which might make her more likely to consider it. As the situation is a complex one, a number of other legal frameworks and policies are relevant.   Because SS is unable to return to the family home because of risk of further abuse, the Housing Act 1996 is also relevant. Under the act SS is likely to be eligible to be housed by her local authority, as it places a duty on authorities to advise and possibly house people if they are under threat of becoming homeless, have a priority need, are not intentionally homeless and have a local connection to the area (amongst other criteria) (Housing Act 1996). These things apply in SS’s case. Additionally, the code of guidance for local authorities in regards to homelessness was published in 2008. This spells out the duty of local authorities more clearly, and also suggests a need for social services and housing bodies to work together more closely (Department for Education and Skills 2008). However, because SS is originally from France, there is a question regarding her access to public funds. In order to benefit from the help she needs, she needs to pass the Habitual Residence Test. The Habitual Residence test was developed as a way to ensure that only those people with a connection to the UK can claim benefit here.   The concept is not legally defined, and in practice a number of markers are involved in decision making, including length of stay, continuity of stay, the persons intentions and the nature of their residence (Currie 2008). It is claimed that the concept of habitual residence is more stringent than the concept of ordinary residence found elsewhere in law. It is likely that the presence of the children, SS’s history and her desire to remain in the country will all count in her favour, however it represents another obstacle to the security of her future (Harris 2000).  Ã‚   Additionally, the 2002 Nationality, Asylum and Immigration Act restricts e ntry and leave to stay in the UK. Finally, I was also influenced by the Data Protection Act 1989, which protects the confidentiality of client data, for example dictating that I refer to clients only by initials or pseudonyms, and by the GSCC Code of Practice. The latter is particularly important, as it provides the framework within which social workers should operate in the UK.   Part of the guidelines are concerned with the need to protect and promote the interests of the client, establish their trust and confidence, and promote their independence. These aspects are particularly interesting in the light of the theory discussed above, as they are broadly in line with the aims of client-centred and task-centred approaches. 5. Conclusion This essay has addressed a case study taken from my experience working with victims of domestic violence.   I have tried to show how theory is relevant to the situation I describe, and how legal issues are also relevant.   It was necessary for me to make a number of decisions throughout the experience I describe, however perhaps the most important skill I brought to play was that of communication. I had to communicate not only with other agency staff about this case, but also with multiple outside agencies (housing, benefits and similar) and, perhaps most importantly, with the client. The section on theory above has pointed out some of the therapeutic perspectives which were useful, and the client-centred approach, with its emphasis upon empathy and understanding, have been particularly helpful to me in the communication process. I have also used feedback from other staff members and reflective feedback processes to understand the impact of how I communicate to clients, and use t his feedback and reflection to make improvements to my skill set.   SS’s case history, like all cases of domestic violence I have come across, is complex and requires an equally complex set of skills on the part of the social worker to produce the best possible outcomes. 6. References Chalk, R A and King, P (1998) Violence in Families: Assessing Prevention and Treatment Programs, National Academies Press, USA Coady, N and Lehman, P (2007) Theoretical Perspectives for Direct Social Work Practice: A Generalist-Eclectic Approach (2nd edn), Springer Publishing Company, USA Currie, S (2008) Migration, Work and Citizenship in the Enlarged European Union, Ashgate Publishing, Ltd., UK De Chesnay, M and Anderson, B A (2008) Caring For The Vulnerable: Perspectives in Nursing Theory (2nd edn), Jones Bartlett Learning, Sudbury, MA Department for Education and Skills (2008) ‘Homelessness Code of Guidance’, HMSO, London Erikson, E (1950) Childhood and Society, WW Norton, NY. Golan, N (1978) Treatment in Crisis Situations, Free Press, New York The Guardian (2009a) ‘Domestic Violence Act’, [online] (cited 27th May 2012) available from guardian.co.uk/commentisfree/libertycentral/2009/jan/13/domestic-violence-act The Guardian (2009b) ‘Immigration, Asylum and Nationality Act 2006’, [online] (cited 26th May 2012) available from guardian.co.uk/commentisfree/libertycentral/2009/jan/15/immigration-asylum-nationality-act Harne, L (2011) Violent Fathering and the Risks to Children: The Need for Change, The Policy Press, Bristol Harris, N S (2000) Social Security Law in Context, Oxford University Press, Oxon. The Home Office (2012) ‘Domestic Violence’ [online] (cited 28th May 2012) available from homeoffice.gov.uk/crime/violence-against-women-girls/domestic-violence/ Jarvis, M, Putwain, D and Dwyer, J (2002) Angles on Atypical Psychology, Nelson Thornes, Cheltenham, Glos Lindemann, E (1944) ‘Symptomatology and management of acute grief’,   American Journal of Psychiatry, 101, 141 -148. Maslow, A (1943) ‘A theory of human motivation’, Psychological Review, 50, 370-96. Messer, D J and Jones, F (1999) Psychology and Social Care, Jessica Kingsley Publishers, UK Sanderson, C (2008)   Counselling Survivors of Domestic AbuseAuthorChristiane Sanderson, Jessica Kingsley Publishers, UK Vincent, S (2005) Being Empathic: A Companion For Counsellors And Therapists, Radcliffe Publishing, UK Wilson, K, Ruch, G and Lymbery, M (2008) Social Work: An Introduction to Contemporary Practice, Pearson Education, Harlow, Essex Zastrow, C and Kirst-Ashman, K K (2009)   Understanding Human Behavior and the Social Environment (8th edn), Cengage Learning, Belmont, CA