Where the Red Fern Grows :: Essays Papers

Where the Red Fern Grows Billy is coming home from work one day when suddenly he hears some dogs up the street fighting. He goes to check it out and finds them picking on a redbone hound. He holds the dog and cares for it through the night. It reminds him of his childhood. When Billy was ten years old he lived on a farm in the Ozark Mountains of northeastern Oklahoma. He wanted two good coonhounds very badly, he called it puppy love, but his papa could not generate to buy him the dogs. For many months, Billy tries to content himself with some rodent traps his papa gives him, but he still wants a dog. Then one day he finds a sportsmans catalog in an abandoned campsite. In it he sees an ad for good hounds, at $25 each. He judges he wants to save $50 and order himself two hounds. Billy works hard, selling fruit and bait to fishermen, and gathering fruit that he sells to his grandfather at his store. Finally, he saves plentiful money and gives it to his grandfather to order the dogs for him and asks him to trammel it s secret. When a notice comes that they have arrived at the mail depot in the nearby town of Tahlequah, they decide to go into town the next week. That night Billy decides he can not wait any longer. He packs himself a little food, and heads of for town pursuance the river through the woods. He walks all night, and finally reaches town in the morning. The people in town laugh and stare at the young hillbilly, but it does not bother Billy he is there on a mission to get his dogs. He finally collects his dogs and walks back out of town with their small heads viscous out of his bag. Some schoolchildren mob around him and knock him down, but the town sheriff rescues him. The sheriff is impressed with Billys determination, and says he has grit. That, night Billy camped in a cave with his two puppies. They wake up in the middle of the night to hear the call of a mountain lion. Billy builds a fire to keep them safe, while the bigger of the two dogs, th e male, barks into the night air. The next morning he stops at the campsite where he found the catalog.

Work Experience Essay -- Papers

Work Experience Work experience. The first time those delivery were mentioned I felt a cold shiver slowly descend down my back. Images of spending a week with unknown people in deadlock jobs flooded into my head. It was obviously going to be far too much effort for what it was worth. Yet, another side of me said do I want to be watching paint dry, or even watching grass grow. This is not where I want to be. I want to be out, I want to be experiencing, living, running, jumping, eating, playing, screaming, laughing, anything. I had to apply to a company for a two week placement, and this had to be done through proper procedures, so I had to make certain my curriculum vitae was up to date and well presented. I first began to think what type of work experience would I most enjoy and benefit from. I thought I would similar to work in a computer related placement since I am doing IT as a GCSE and I switch a keen interest in it. I went along to the career s office and talked to the careers teacher but he didnt quite have what I cherished so I went home and done some research on the internet and found a contact number and e-mail, I phoned the number and asked astir(predicate) any work experience opportunities and they said the best thing was to e-mail my queries to a certain e-mail address. I e-mailed this person and they replied wanting to know what was the take up specification of this work experience. After several e-mails, they told me to send my CV along with a letter of application and so I did. A few weeks subsequently I received a e-mail saying they do not do work experience for GCSE students, but added by saying they were planning to introduction such opportunities... ...ing and informative week, I enjoyed every part of it as most of the tasks I comprehended them as challenging. I was made to feel extremely invite by all of the members of the staff. I found the week very informative because I found out that it is definitely the sort of business I would like to do when I leave school/university. By taking up this work, it had made me feel differently about my career plan as how essential it really is before this work experience. When I look back at my work experience in about five years time I would like to think of it as It was worth every penny. Also how a great deal it was influential in playing a critical part in my life when I reflect back I walked to the train station feeling satisfied with myself. I arrived home feeling kinda cheerful and surprisingly looking forward to school.

J.R.R.Tolkien: Master of Fantasy Essay -- John Ronald Reuel Tolkien Bi

John Ronald Reuel Tolkien (J.R.R.Tolkien) was a philologist in the very strict sense of the word. This term, philologist, comes from Greek (philos) and (logos) and literarily means love for spoken communication. According to the Oxford Dictionary, it is the scientific study of the development of language or of a particular language, which is precisely what Tolkien did all through his life. Tolkien was, as has been said, a weighty lover of words, which he begun developing from a quite early age. In 1900, when he and his family had to move to Birmingham in order to be closer to queer Edwards School, Tolkien discovered Gaelic, a language toward which he showed a great interest and which opened him to another linguistic world (le abri otro mundo lingstico, Carpenter, 200237). When he returned to King Edwards, after a year in St. Philips School, he started learning Greek he already knew Latin as his mother had taught him at home. When his literary productions teacher read The Canter bury Tales, by Geoffrey Chaucer, in the original Middle-English he decided to learn more about the history of the language (Carpenter, 200239), why languages are as they are (por qu eran como eran Carpenter, 200246). His discovery of Anglo-Saxon was also an important element in his approaching to philology. As can be seen, his encounter with these new-old languages was continuous Old Norse, Gothic, etc. It was also the starting point of his creation of private languages (Naffarin). Thanks to his deep study of these languages we have today works like The Silmarillion, The Hobbit, or The Lord of the Rings, as Tolkiens imagination came not from any other place but from language itself, as Segura (2008) states saying that his imagination was... ...o.-Carretero, M.-Catastrophe. Oxford Learners Dictionaries. 2014. http//www.oxfordlearnersdictionaries.com/definition/english/ misfortune -Coleridge, S.T. 1984. Biographia Literaria. P.6. Princeton Princeton University Press. -Eucatastrophe. Oxford Dictionaries, Language Matters. 2014. http//www.oxforddictionaries.com/es/definicion/ingles/eucatastrophe -Lewis, C.S. 2002. On Stories and Other Essays on Literature. EE.UU Mariner Books.-Segura, E. 2008. J.R.R.Tolkien Mitopoeia y Mitologa, reflexiones bajo la luz refractada. Spain Portal Editions.-Segura, E. 2001. El Viaje del Anillo Mapa narrativo de la Tierra Media.-Tolkien, J.R.R. (lecture given in 1939). On cigarette Stories.-Tolkien, J.R.R. 19. The Lord of the Rings The Two Towers.-Olsen, C. 2010. On Fairy-Stories. http//www.festivalintheshire.com/journal5hts/5tolkienprofessor.html

Martin Luther King Jr :: Racism Blacks America

Martin Luther King JrNearly three centuries ago, African slaves were brought to the New earthly concern and putinto slavery. They were treated more cruelly in the United States than in anyother country that had ever practiced slavery, and ever since its prohibition African-Americans pee fought oppression. Martin Luther King Jr., would aidimmensely in this fight. He was born in Atlanta Georgia in 1929. His father,Martin Luther King Sr. Was a Baptist minister and as well preached for civil rights.By the time he was 17 he had decided to follow his fathers footsteps, so hehimself was ordained as a minister. After his offset from the CrozerTheological Seminary, when he began postgraduate work at Boston University, hestudied the works of Indian nationalist Mohandas Gandhi, from whom he derivedhis own philosophy of nonviolent protest. He moved to Alabama to become pastorfor a Baptist church. Just after he received his Ph.D. in 1955, King was askedto lead a passenger vehicle boycott in Montgomery. It had been formed after Rosa Parks wasarrested for refusing to give her seat to a white passenger. Throughout the 381days which the boycott lasted, he was arrested and jai lead, repeatedly threatened,and his home was bombed. The boycott ended later that year when the SupremeCourt outlawed segregation in public transportation. This was his first victoryand alone do Dr. King a highly respected leader. When he went to India in 1959,he studied Gandhis principle of Satyagraha or nonviolent persuasion, which heplanned to use for his brotherly protests. In the following year he decided to moveback to Atlanta to become copastor with his father. In 1963 he was back inBirmingham, Alabama, where he led a massive civil rights campaign, organizingdrives for black voter registration, desegregation, and better educationthroughout the South. During that time he led the unforgettable March on working capital where he delivered his famous I Have a Dream speech to millions ofviewers ac ross the nation. The next year he was awarded the Nobel Peace Prize.He went on to launching his first major northern campaign in Chicago. BlackBaptists were there opposing him, and a mob of club carrying Ku Klux Klanmembers and Neo-Nazis met his marchers. With all that he had say and done, onApril 3, 1983 he said I have been to the mountain top and seen the promiseland. This was the day prior to his demise. Sadly, the following day he wasshot to finish in Memphis Tennessee. Nearly 500,000 of his loyal admirersattended his funeral.

Ancient Egyptian Culture Essays -- History, Ancient Egyptian Society

Ancient Egypt was a fascinating and complex place. Luckily for historians, Egyptians had made large strides in record keeping which have made studying their culture and society easier than some previous historical eras. Ancient Egyptians were a people who were intensely religious, deeply divided by gender roles and a strong hierarchy, and quite advanced for their period in terms of their technological and economic innovations.Egyptians were deeply religious, and worship played a role in nearly any aspects of their daily lives. When the ancient Egyptians experienced periods of peace and prosperity, they attributed credit for the success to their deities (Slaughter, 5). The Egyptians experienced centuries of remarkable constancy and considered this state to be the maat, which was Egyptian for the natural order (Slaughter, 5). Even though they considered good order and balance in their society to be natural, it had to be protected by the pharaoh, who was considered to have been born mortal but imbued with godhood upon receipt of the throne, and was expected to be an earthly presence of the divine (Slaughter, 5). His religious standing gave the pharaoh a unique legal and authoritative position in ancient Egyptian culture. The pharaoh was expected to defend the nation, take responsibility for all administrative duties, declare all of the laws, and own all of the land (Slaughter, 5). For practical reasons, much of the pharaohs responsibilities were delegated to a bureaucracy (Slaughter, 5). Within this bureaucracy, staffed mostly by men, success was measured by the tier to which a person promoted order and prosperity within their stewardship (Slaughter, 5-6). Ancient Egypt had a strong social hierarchy, where a small group of... ...rmenting barley and wheat in a similar fashion to modern methods (Discussion, Tad Gale.) Their engineering feats were also impressive, and ranged from the technical prowess that showed itself in their massive pyramids, to the mastery of physics involved in developing advanced chariots that ran faster, quieter, and more stable than their counterparts created by their enemies (Discussion, Blair Vanderlugt).The nature of ancient Egyptian society was quite unique for its time period. Egyptian culture was perspicuous from neighboring nations, and Egyptians had many advantages that gave them an edge politically and commercially. They were committed to their religion, which touched their lives in nearly e actually way, they had strong gender and class differences that made them a very divided society, and they had a high degree of expertise in engineering and similar fields.

Ancient Egyptian Culture Essays -- History, Ancient Egyptian Society

antediluvian Egypt was a fascinating and complex place. Luckily for historians, Egyptians had made great strides in record keeping which have made perusing their culture and society easier than some previous historical eras. Ancient Egyptians were a people who were intensely religious, deeply divided by gender roles and a infrangible hierarchy, and quite advanced for their period in terms of their technological and economic innovations.Egyptians were deeply religious, and religion played a role in nearly any aspects of their daily lives. When the past Egyptians experienced periods of peace and prosperity, they attri anded credit for the success to their deities (Slaughter, 5). The Egyptians experienced centuries of remarkable stability and considered this state to be the maat, which was Egyptian for the natural raise (Slaughter, 5). Even though they considered good order and balance in their society to be natural, it had to be protected by the pharaoh, who was considered to hav e been born mortal but imbued with godhood upon receipt of the throne, and was expected to be an earthly presence of the divine (Slaughter, 5). His religious standing gave the pharaoh a unique legal and authoritative position in ancient Egyptian culture. The pharaoh was expected to defend the nation, take responsibility for all administrative duties, declare all of the laws, and own all of the land (Slaughter, 5). For practical reasons, much of the pharaohs responsibilities were delegated to a bureaucracy (Slaughter, 5). Within this bureaucracy, staffed mostly by men, success was measured by the degree to which a person promoted order and prosperity within their stewardship (Slaughter, 5-6). Ancient Egypt had a strong social hierarchy, where a small group of... ...rmenting barley and wheat in a similar fashion to modern methods (Discussion, Tad Gale.) Their technology feats were also impressive, and ranged from the technical prowess that showed itself in their massive pyramids, to the mastery of physics involved in developing advanced chariots that ran faster, quieter, and more stable than their counterparts created by their enemies (Discussion, Blair Vanderlugt).The reputation of ancient Egyptian society was quite unique for its time period. Egyptian culture was distinct from neighboring nations, and Egyptians had many advantages that gave them an edge politically and commercially. They were committed to their religion, which affected their lives in nearly every way, they had strong gender and class differences that made them a very divided society, and they had a high degree of expertise in engineering and similar fields.

Economics of Consumption Tax on Unhealthy Goods.

economic science of Consumption Tax on Unhealthy Goods. Introduction Unhealthy usage prevails in the fields of nutrition, energy and transport. Taxing is one a solution to provide a healthier living. With globalization, qualities of goods do fail to meet the international standards. International go alongments of goods which damage health atomic number 18 increasing with Cross ricochet marketing, promoting sore-eyed behaviours of alcohol and tobacco usance and unhealthy diets. (Richard Smith, 2003).The report narrows down to Daily life consumption of tobacco and alcohol con situationring the impact of individuals income, equipment casualty of the produce and the substitutions on hand(predicate) briefing on interpret and guide. The evaluateing of unhealthy goods is segmented under consumption tax revenueation rather than on income. For habit-forming goods, the train of consumption today not only causes harm tomorrow, but also increases the marginal benefit of future cons umption. Literally every country charges done some sort of ad valorem tax through value added tax, sales tax or an expenditure tax.Economic Models to study Demand for Cigarettes Studies on study for cigarettes have applied several types of economic models to disaccordent types of data with various estimation techniques. In general, both types of economic models are used the courtly demand model and the addictive demand model. These models have been applied to deuce types of data aggregate level data including time-series data for a single geographical whole and pooled cross-sectional time-series data, and individual level of survey data.Conventional demand models which use aggregate data normally specify the demand equation in a way that the bar of cigarettes demanded is a function of cigarette prices, income, tobacco control policies and a variety of socioeconomic and demographic factors. But there are two exceptions (Baltagi and Goel, 1987 puppetson et al. , 1992), in which a quasi-experiment approach was used to compare changes in cigarette consumption in states in the United States that have setd cigarette taxes to consumption in states where taxes have not changed.A small but growing number of studies have used data on individuals taken from large-scale surveys (Lewit et al. , 1981 Lewit and Coate, 1982 Grossman et al. , 1983 Chaloupka and Pacula, 1998 Farrelly et al. , 1998). These studies differ from those using aggregated data, in that they normally estimate a two-part model, by estimating firstly the probability that an individual bequeath smoke and, secondly, the level of consumption among smokers. The conventional demand model does not account for the addictive nature of cigarette smoking.There are several versions of the addictive model that have been used for study the demand for cigarettes the imperfectly rational addiction model, myopic addiction model and rational addiction model (Chaloupka and Warner, 1999). The rational addictive mo del is the most youthfulnessful model used for modelling demand for cigarettes (Becker and Murphy, 1988 Becker et al. , 1991 Pekurinen, 1991 Chaloupka, 1990, 1991, 1992 Keeler et al. , 1993). The rationality here simply implies that individuals incorporate the interdependence between ult, current, and future consumption into their utility maximization processes.This is in contrast to the presumption, implicit in myopic models of addictive behaviours, that future implications are ignored when making the current decision. Empirically, the demand equation is specified as the quantity of cigarettes demanded in the current period being a function of both past and future consumption as well as those other factors include in the conventional demand model. Becker and Murphy (1988) and Becker et al. (1991) developed several hypotheses from the basic rational addiction model.First, the quantities of the addictive good consumed in assorted time periods are complementary. As a result, cu rrent consumption of an addictive good is inversely related to not only the current prices of the good, but also to the all past and future prices. Consequently, the long-term arrange of a permanent change in prices will exceed the short-term effect. Moreover, the ratio of the long-term to short-term price effect increases as the degree of addition rises. In addition, the model predicts that the impact of an nticipated price change will be greater than that of a comparable un-anticipated price change, plot of ground a permanent price change will have a larger impact on demand than a temporary price change. Finally, price responsiveness varies with time preference addicts with high gearer discount place will be more than responsive to changes in money prices that those with lower discount rates. particularized variables included in the demand model of each study vary, depending on the economic model used and the availability and type of the data.Important factors that have been evaluated include be of cigarette smoking, consumers income, cigarette advertising and other promotion activities, and health information. The cost of cigarette smoking should be defined broadly, including not only the obtain price of cigarettes, but the time and other costs associated with smoking. Restrictions on smoking in public places and private work sites, for example, impose additional costs on smokers by forcing them outdoors to smoke, by increasing the time and discomfort associated with smoking, or by imposing fines for smoking in restricted areas.Similarly, limits on access to tobacco by youth may increase the time and potential legal costs associated with smoking. Supply and Demand- Price Elasticities Cigarette consumption is found to be negatively related to price. The estimated price elasticity from those studies using aggregated data varies from -0. 14 to -1. 23, but most fall in the narrower range from -0. 3 to -0. 5, including the result from the two quasi-expe rimental studies (Baltagi and Goel, 1987 Peterson et al. , 1992).The estimated price elasticities from the studies using individual-level data, in general, are comparable to those estimates from the studies using the aggregate data. Nearly all of the studies of the price-demand relationship focus on the developed countries. Warner (1990) argued that price responsiveness in less developed countries is likely to be greater than in more developed countries, given the relatively low incomes and relatively lower level of cigarette consumption by smokers in poor countries. Are young smokers more or less sensitive to prices?The question of whether youth are more or less responsive to prices than are adults has been examined in a number of studies using individual-level data (Lewit, et al. , 1981 Lewit and Coate, 1982 Grossman et al. , 1983 Chaloupka, 1998). Findings from those studies are mixed. The earlier studies on this issue found that youth are more sensitive to prices than are adults . This result, however, was challenged by the study done by Wasserman et al. (1991), which found that the price responsiveness of youth was not significantly different from that of adults.Recent studies of youth and young adult smoking (Chaloupka and Grossman, 1996 Farrelly et al. , 1998 Tauras and Chaloupka, 1998) generally supported the earlier results that the price sensitivity of cigarette demand was inversely related to age. Those new-fashioned studies estimated the price elasticity of demand for cigarettes by youth was between -1. 1 and -1. 3, very similar to -1. 44 estimated Lewit et al. in1981. The price responsiveness of sub-population groups by income levels has been investigated by a number of researchers (Chaloupka, 1991 Townsend et al. , 1994 Farrelly et al. , 1998).Results from those studies indicate that cigarette demand is less price elastic for more educated or higher income individuals. The economics of sin taxes Economists always tie-up sharp distinction between private costs and benefits and externalities. Where goods generate externalities when consumed, and where consumers make well informed, rational choices, efficient consumption choices would be made if tax levied at rate equal to marginal external cost. The 3 main categories of smoking and drinking externalities -Direct externalities like Costs of passive smoking, Injury to victims of alcohol-fuelled violence and accidents. Costs of collectively-funded medical examination treatment and care Treatment of the individual smoker / drinker for tobacco / alcohol related conditions, other differences in medical treatment and care costs arising from individual consumption. -Other net public expenditure effects like forgone pensions and r neverthelessue effects. Under perfect competition the confer curve is the marginal cost to the firms in the business. Any costs that are borne by neither the seller nor the buyer must be added to these costs to create the social cost of the good.On the as sumption that the only people who benefit from the consumption of the goods are the consumer themselves, the demand curve is the social benefit curve. Figure 1 Modelling Externalities pic get-go Issues in Economics now, Robert So, instead of coming to the market solution of a price-quantity combination P*-Q*, the socially optimal combination is P-Q. That is, if there is a market for a good where some of the costs spill over to others, then the market will produce too much of the good and charge too footling for it. Modeling Taxes Government Intervention To correct an externality, we can tax the osffending good, we can limit its use, and we can forbid its use. Of these options, taxes are most appealing to economists, as they acknowledge people who are willing to pay all of the costs of their consumption to go ahead and consume.Using taxes in this way has the positive effect of deter those people who are not willing to pay the costs from becoming consumers of the undesirab le or unhealthy good. Figure 2 Effect of Tax pic Source Economics, John Sloman When a tax is imposed on a good, this will have the effect of breakouting the supply curve upwards by the mensuration of the tax. In the subject area of a specific tax, it will be a parallel shift, since the amount of the tax is the same at all prices. In the case of an advalorem tax, the curve will swing upwards. At a zero price there would be no tax and hence no shifts in the supply curve. As price rises, so the gap between the original and new supply curves will widen, since a given percentage tax will be a larger absolute amount the higher the price.The curve shift upwards by the amount of the tax because the firm is persuaded to produce the same quantity as before the imposition of the tax(Q1),and they must now receive a price which allows them fully to recoup the tax they have to pay(P1 + tax). The effect of the tax is to raise price and reduce quantity. Price will not rise by the full am ount of the tax, however, because the demand curve is downward sloping. The price rises only to P2. consequently the burden or incidence of such taxes is distributed between consumers and producers.Consumers pay to the extent that price rises. Producers pay to the extent this rise in price is not equal to cover the tax. Discussions Increase in price of A will Increase the demand for B and vice versa. High receipts should relatively increase the consumption of quality goods. When related with the income of the general public the consumption is high when the income is high and would prefer luxury products over cheaper items. The availability of choices impact the consumption behaviour, people move towards cheaper produces.The consumption level is cut-down by stages and level of quitting or rehabilitation stages increase with alcohol than cigarettes with a relative cheaper price tag (diminishing marginal rate of substitution). The alternative of direct consumption of tobacco (oral o r nasal stuffs) are taxed less than the branded cigarettes for example, some tax higher tar and nicotine cigarettes at higher rates than lower tar or nicotine cigarettes, while others impose lower taxes on smaller and/or filtered cigarettes than on longer and/or unfiltered cigarettes.The structure of tobacco taxes in most countries is a mix of both specific and ad valorem taxes that varies across tobacco products. (Frank J. Chaloupka et al) The consumption levels are just a trade-off between the available choices. The positive effect of tax is over powered by the illegal substitutes of drugs and addictive consumption. In addition, many suggest that ad valorem taxes are likely to sensation to reductions in average product quality as producers and consumers switch to lower cost tobacco products (Barzel, 1976 British American Tobacco, 1994 Sobel and Garrett, 1997).The high market price will catalyze higher criminal activities as it becomes a habit to consume illegal products with the demand being almost constant. With increase in price the supply tends to increase. But in the addictive market, the supply curve facing issues of quality uncertainty tends to move upward depicting the decrease in supply even if the product is in the thick market. The supply curve literally becomes vertical reflecting on whatever the price market will bear even in the presence of multiple entrants.In the short run, with the demand being highly in-elastic, suppliers would enjoy setting up high price benefit from a high margin of profit after tax. Fluctuating around the firms marginal cost, higher prices does not bring in extra supply power. Rather excise tax on tobacco and alcohol are highly regressive in a longer-run where it is a loss to the firm making to exit from the industry. A tax increases the cost of selling each unit of a product and therefore usually decreases the willingness of sellers to supply given quantities. (Joseph J. Cordes et al, 2005).The higher the price elastici ty of supply of a good or service, the greater the excess burden of a tax on its sale and vice versa. Conclusion One can conclude the inelasticity of the demands for unhealthy goods (tobacco and alcohol) increases the consumption taxation as a whole with increase in revenue for the government. On a long run, chances are high for a shift towards elastic demand with respect to the prices. This allows a room for thinking for the policy makers to improve on the taxation procedure by concentrating on the supply side more than the consumer side of the market.References Becker GS et al. (1991). Rational addiction and the effect of price on consumption. American Economic Review . Vol. 81 (2),pp. 237-41. Becker GS, et al (1994). An empirical analytic thinking of cigarette addiction. American Economic Review. Vol. 84(3), pp. 396-418. Becker & Murphy KM (1988). A theory of rational addiction. Journal of Political Economy. Vol. 96(4), pp. 675-700 Chaloupka FJ. (1991). Rational addictive expre ssion and cigarette smoking. Journal of Political Economy . Vol. 99(4),pp. 722-42.Chaloupka FJ. (1998). The Impact of Proposed Cigarette Price Increases. Policy Analysis No. 9, Health Sciences Analysis Project. Washington advocacy Institute. Chaloupka FJ & Pacula RL. (1998). An Examination of Gender and Race Differences in Youth Smoking Responsiveness to Price and Tobacco Control Policies. National Bureau of Economic Research workings Paper No. 6541. Chaloupka FJ, Warner KE . (1999). The economics of smoking. In Newhouse JP, Culyer AJ, editors. The Handbook of Health Economics.Ediiton. 1, Chapter. 29, pp. 1539-1627. Chaloupka FJ, Wechsler H. (1997). Price tobacco control policies and smoking among young adults. Journal of Health Economics. Vol. 16(3), pp. 359-73. Peter Earl, Tim Wakeley (2005). Business Economics A Contemporary Approach. Berkshire McGraw Hill Education. Frank, R. (2008). The Economic Naturalist Why Economics Explains Almost Everything. Virgin Books. John Sloman ( 2000). Economics. (Fourth Edition). Essex. Prentice Hall. Joseph et al(2005). Encyclopedia of taxation and tax policy. (Second Edition). Washiington. Urban Institute Press Mirrlees, J. , (2000). What taxes should there be? . Paper Presented at the 7th Annual Conference, Toulouse, France. March 24. Robert C. Guell (2005). Issues in Economics Today (Second Edition). New York. Tata Mcgraw Hill -Irwin Selected case studies Issues in the global tobacco economy. Food and Agriculture Organization of the United Nations,Rome, 2003. Word Count 2192

Nursing Field

Christina Leach Term paper November 9, 2010 English 8 Credit Recovery I. Introduction A. Why I have chosen this cargoner? 1. concerned in this field 2. The helping of others II. The job A. Requirements 1. Schooling 2. Volunteer hours B. Expectations 1. Practice III. Different fields & generate rates A. Kinds of nursemaids B. There requirements (what extra classes they may indispensability to shoot) C. The pay rates for different fields of nursing. Becoming a nurse or helping people has always been something Ive enjoyed most, this is why Ive chosen nursing as an inte detain in my life.The thing that made me interested in this field, I would have to say the parts of making someone observe better I especially would like to work with elderly, and disable people, and children. Something else that may have persuaded me in this send offion would have to be my older sister, this is something that she enjoys doing as a likeer and she tells me how she enjoys making a difference in peop le life and helping elderly and disable people. other reason is that I have worked with a disable person before as a part time job and this was something I liked doing because you never know what to expect out of a long time work and theres something new that you learn day by day. There are many types of nurses in the field, to name a few they are practice nurses, clinical nurses, specialists, nurse anesthetists, nurse-midwives and nurse practitioners all these nurses require a masters degree. The type of nurse I would like to become or that I am interested in are the ones I am going to write about here starting with a CNA (Certified Nurse Assistance). University of capital of Arizona 1). What is a qualified Nurse avail? A Certified Nurse Assistant is a nurse assistant or nursing aide who has undergone raising programs and successfully earned a certificate. Upon completing this program, a certified nurse assistant is placed on the nominates registry of nursing aides. CNA provid es direct patient care both medical and non0medica they are also supervises by registered nurses and often by assists LPN (Licensed Practical Nurse) in a hospital setting.A certified nurse work duties may include the following taking vital signs, helping with some medical procedures, assisting patients while walking or using the rest room, tidying patients rooms, answering jaw lights, making beds, delivering messages, mentoring patient and reporting changes in the patients mood or the different way they may act, collecting samples for setting, providing patient hygiene, feeding or dressing the patients and also record the patients in and out put. They may work in different kinds of facilities like hospitals, out patient facilities, long term care facilities, and clinics and in home care.One of the other types of nurses I would like to talk about is LPN (Licensed Practical Nurse). An LPN are the certified healthcare providers who are obligated for providing basic patient care, work ing under the supervision of the physicians and registered nurses. Both provide services in all kinds of health care facilities such as hugger-mugger and public hospitals, offices of doctors, small healthcare settings and many other places like this. Something else that they are required to do is carry out their job duties under the supervision of both an RN or a certified doctor.An LPN has to collect information from the patients to admit them regarding medical records, medical insurance details and any other pretreatments formalities. A LPN is the one who records health details of the patients, which usually comprise blood pressure, body temperature, respiration and heart beat rate and other vital signs. The bordering one I would like to talk about is an RN. Registered nurses work duties provided may vary depending on the specialty however in most cases the nurse is responsible for the daily care of any admitted patient.This can include medication settings, IVs, giving shots, updating records, providing educational support, basic diagnostics, and any other patient procedures. physically nurses could be a major taxing career because of the requirements in this field, such as working, lifting patients, stretching, bending, and also it may require long days and varies different schedules. Another thing is that the nurses that are employed by the hospital or extended hours the facilities that frequently working twelve hour shifts or are on call duties. They may even have to work night, weekends or maybe even holidays. University of Phoenix2) The education that is required to become a CNA is Medical and Health Professions Studies, Nursing Assistant or Patient Care Assistant Studies and Nursing profession. The minimum eligibility requirements must be a high school graduate or have effected the GED. (University of Phoenix2) There are different types of degrees, theres a masters degree which would involve taking a Master of Science in Nursing, MS in Nursing- Fa mily Nurse Practitioner, MS in Nursing-Informatics, MS in Nursing and Health Administration, MS in Nursing and Health Care Education MS in Nursing and MBA in Health Care Management.For a bachelor degree which would involve taking BS in Health Administration, LPN to BS in nursing, LVN to BS in nursing, RN to BS in nursing. For an associate you would need just an AA in Health Care Administration. And for non degree you would need to take a Post Masters certificate-Family Nursing practitioner, Nursing Health Care Education Certificate. (LPN programs1) The way to start out with becoming a LPN is to nuance a instruction program, which can be found in vocational schools or community colleges.This training can take up to one family and would require a GED or high school degree. The programs that you want to enroll in need to be approved or accredited by your states Board of Nursing so that you can be qualified to practice the professions after graduation. The (LPN prgrams2) LPN programs can take up to 1-2years, which also includes training at any community hospital or health care facility. The courses that you would be taking give include a CPR class, psychiatric nursing, and nutrition, medical surgical nursing, medical calculation, pediatric nursing, physiology, and anatomy.After you complete your LPN Degree Requirements, you will need to pass a certified exam called NCLEX-PN. (BUREAU OF delve STATISTICS5) As for an RN there are three different paths Bachelors of science degree in nursing (BSN), and associate degree in nursing (AND), and a diploma. The BSN programs are offer by colleges and universities, which can take up to 4 years to complete. As for AND program, which is offered by community and junior colleges can take up to 2 or 3 years to complete.And as for the diploma program, you can administer in hospitals and this can take up to3 years to complete. BUREAU OF LABOR STATISTICS6) to obtain a license in this area you must pass the National Council Licens ure Examination or is also known by the NCLEX-RN test. Now fee wise and CNA makes $8 to $16 an hour. The median wage that a CNA can make is $12 an hour but hospitals in major cities often pay more than facilities in smaller centers. For an LPN can earn 16. 48 per hour and the median wage they can earn is 19. 1 per hour but the most that an LPN can make an hour is 22. 85 per hour. And as for a RN, an RN can make 25. 54 per hour. The median wage that an RN can make per hour is 30. 70 and the most would be 37. 05 per hour. Each level of nursing makes different amounts hourly depending on how experienced you are in the career. I chose this career because I enjoy helping others and its a career that will always be around no matter what and nurses will always be needed. Work Cited Rios, Samantha J. Personal Interview. 27, Oct. 2010

Macbeth And Lady Macbeth Essay Essay

Complex relationships between main characters are often crucial to our understanding of a plays core issues. Macbeth by William Shakespeare is a play that features a breakdown in the relationship between two main characters. Macbeth and his wife begin the play with a desirable relationship but as the plot progresses, his ambition pushes him to commit regicide and many other murders so their relationship dissolves and disintegrates. The breakdown of their relationship has a portentous impact on the play.At the beginning of the play Macbeth and his wife are loving to each other when Macbeth writes a letter to Lady Macbeth and calls her his dearest abetter _or_ abettor in greatness. This shows he sees her as his equal.The breakdown of their relationship is caused by many things, the most obvious is the murder of King Duncan. Macbeth and Lady Macbeth react in very different ways Macbeth is overwhelmed with guilt and regret Sleep no more Macbeth has murdered sleep this shows how uncomfo rtable he feels with the crime he has affiliated as he wont be able to sleep because of the guilt he is experiencing. Lady Macbeth reacts completely opposite to Macbeth. She is calm and practical, telling him to disinfect his hands A little water clears us of this deed this shows how optimistic she is to think that water can wash away the guilt. Lady Macbeth takes control in their relationship as Macbeth is very weak and she questions his bravery and manhood, therefore they are no longer affectionate towards each other.The mental suffering they both go through after the murder is another factor that contributes to the breakdown of their relationship. After being crowned King, Macbeth confesses he is discontented. To be thus is nothing, but to be safely thus. He has the idea that Banquo will become King and fears it will come true. At the same time, Lady Macbeth is feeling a similar shame Nought had, alls spent when our desire is got without content. Yet the pair are not communica ting at this point. Lady Macbeth has to ask her consideration to tell Macbeth she wants to speak with him and he is plotting to have Banquo disposed of but keeps this information from her.

Unit Reflection

The main subjects I learned in this unit was plagiarism and cheating on assignments. This unit reflects the dos and dont on how to pass this class. I believe that informing the savants on how to pass is helpful for the teachers and parents. Plagiarism is the use of shaming several(prenominal)ones words or ideas and using them as your let. For example, if you copy and paste a quote with no documentation of where you found it, thats plagiarism. Its illegal to plagiarism someone elses work as your own.However, the lack of knowledge some students corroborate about plagiarism could effect their work. Unintentional plagiarism can be common because the student honestly believes they are doing nothing wrong. Although It Is unintentional you should expect some suspicion from teachers. Cheating has became common In America as more students are cheating themselves out of their work. Cheating Is being dishonest in put in to gain an advantage in ones school work. For example, Your friend fi nished her essay before you could even start working on it. She leaves it with you for you to copy and turn it in. skeleton your friends work instead of taking the time to do your own is cheating. In the end you are Just cheating yourself by not learning what you make to know. The teachers can easily spot when you cheat so its best not to do it at all. Time management will help you pass this course. difference back and checking the discussion board will help make a good discussion. If everyone Just forgot about the board then no one would act with one an other. However, being respectful Is the most Important when talking to other students. I believe time Is what I need to personally focus on during assignments.My time management Is unrecognized and scattered. Personally, I need to make a schedule for my time and the assignments due. For example, the time I expect to spend on online courses in order to meet my goal is doing at least two subjects a day. I plan on working from 8 to 12 everyday excerpt on Sundays. The best kind of work Is your own work. When ideas come from you its more genuine and youll feel more confident in your school work. This unit helped me translate how to pass this course. My confidence in passing is better now than it was before I read this unit. Could effect their work.Unintentional plagiarism can be common because the student honestly believes they are doing nothing wrong. Although it is unintentional in America as more students are cheating themselves out of their work. Cheating is with you for you to copy and turn it in. apply your friends work instead of taking the board then no one would interact with one another. However, being respectful is the most important when talking to other students. I believe time is what I need to personally focus on during assignments. My time management is unrecognized and The best kind of work is your own work.

Colton Jones Inc. Essay

Marion Jones was once the sole careholder and president of Chempla, Inc. in 20X1 she sold her stock to Westcoat Industries. She signed an obligation to be a consultant for five historic period. After being unable to make a profit Westcoat decided to sell their worry in Chempla, exactly were unable to find a buyer. Westcoat offered Chempla back to Marion Jones and an agreement was reached on September 1, 20X4.Included in the agreement Marion would be majority shareholder of the newly form corporation. A purchase price was set for the net assets and market values of handbills receivable, inventories, property, plant, and equipment, and accounts payable were obtained. Marion Jones with other investors was able to finance the acquisition of Chemplas net assets. Colton Jones, Inca dope LIFO basis of accounting.Under the U.S. GAAP Codification of Accounting Standards, Codification Topic 805 Business Combinations Colton Jones accounted for the acquisition of Chempla as they should ha ve. The acquisition method was used as it should have been, one entity was identified as the farmr, an acquisition date was stated, and the recognition and measurement principals are present. All parts of the acquisition that needed to take emerge were present in the case.11 GAAP Codification of Accounting Standards, Codification Topic 805 Business Combinations Prestone, Riles, & Nye AssociatesPrestone, Riles, & Nye (as required) is a marketing communications company with offices throughout the US and a adjunct in the United Kingdom and they want to expand into Eastern Europe. In their efforts to do so PRN entered an agreement to acquire nifty stock of Broadwick Communications, Inc., a firm with contacts in Europe. Brodwick has three shareholders owning 25% each and eight owning the remaining 25%. PRN is responsible to pay $14 million to Broadwick shareholders and form a new entity, BPRN International, Inc. BPRN will conduct the activities of Broadwick and will have two classes of stock, Common A, voting and Common B, nonvoting stock. Income distributions or losses will be shared with the ownership of Common B shares. BPRN will issue 48 per centum of its voting stock to PRN and 52percent to the former Broadwick shareholders. PRN plans to use the paleness method to account for and repute its investment BPRN.PRNs decision to use the equity method is supported by APB 18 The Equity Method of Accounting for Investments in Common Stock, which states, that the equity method of accounting for an investment in common stock should also be followed by an investor whose investment in voting stock gives it the ability to exercise significant influence over operating and financial policies of an investee even though the investor holds 50 percent or less(prenominal) of the voting stock an investment (direct or indirect) of 20 percent or more of the voting stock of an investee should lead to a precondition that in the absence of evidence to the contrary an investor h as the ability to exercise significant influence over an investee.1 PRNs investment in BPRN meets these criteria.The debate for utilize the equity method is to accurately report PRNs share of net income from BPRN and for PRNs investment account to reflect its share of BPRNs net assets. We agree with PRNs decision to account for and report its investment in BPRN using the equity method since it meets the requirements of GAAP as stated above. PRN also plans to acquire a majority of the voting stock in BPRN, at which time it will become a subsidiary of PRN. Since the basic accounting procedures for applying the equity method are the same in each case PRN will be able to continue using the equity method if and when it acquires a majority of the voting stock and is required to prepare consolidated financial statements1 APB Opinion No. 18, paragraph 17.Stanomat, Inc.Stanomat, Inc. plans to acquire the outstanding common stock of Kesser Instruments and make it a subsidiary. An agreement is made that allows Stanomat to acquire 55 percent in two months and will purchase supererogatory shares and outstanding shares will be purchased over a four year period. Stanomat will issue a note to Kesser payable over four years for $20 million with interest 1.5 percent above prime. During the period of the note Stanomat will acquire unissued shares of Kesser and upon complete payment of the note Stanomat will own ascorbic acid percent of the subsidiary. At 55 percent of ownership, Stanomat will get down its investment at 100 percent ownership.We do not believe it is appropriate for Stanomat to record its investment in Kesser base on the 100 percent ownership that it has committed to purchase. Stanomat will use the equity method to account for its investment in Kesser and prepare consolidated financial statements since it owns more than 50 percent of the company. However, in order to accurately reflect its share of Kessers assets and income, it should simply record and repor t the portion that it is entitled to. FASB Statement 141R requires an acquirer to have a go at it the assets acquired, the liabilities assumed, and any noncontrolling interest in the acquiree at the acquisition date.1 Therefore Stanomat must recognize the noncontrolling interest held by Kesser until such time as it has acquired 100 percent ownership.In business combinations contingent shares are shares that will only be issued under genuine circumstances or when certain conditions are met. A predetermined set of events must occur before the shares would be issued to investors. In this case, shares of Kesser stock will only be issued to Stanomat when a payment has been made. Deferred payment shares are issued to the investors in advance of payment. If the Kesser had issued its shares to Stanomat in advance of payment, Stanomat would be able to report and record the investment based on the 100 percent of shares it had received.If Stanomat records the investment in Kesser at the 55 p ercent level it would not be appropriate or practical to swear out the purchase as a step acquisition. Step acquisition is only necessary when the investor owns a noncontrolling interest in the investee and then acquires additional interest adult it significant influence. In a business combination achieved in stages, the acquirer shall remeasure its previously held equity interest in the acquiree at its acquisition-date fair value and recognize the resulting gain or loss, if any, in earnings.2 Stanomat will acquire a controlling interest in Kesser in the first transfer of stock. Therefore it will be using the equity method to record the investment. Upon acquiring additional shares there will be no need to adjust its investment accounts.1 FASB Statement 141R summary2 FASB Statement 141R paragraph 48genus Falco Industries, Inc.Falco, a supplier of automotive parts, sells its parts to aftermarket segments of the auto industry, including the manufacturer, rebuilder, warehouse distribu tor, mass merchandiser, and specialist. Falco acquired 10 percent voting common stock in an automotive store, Tidy Automotive, and in the same year acquired an additional 12 percent. Falco has a June 30 fiscal year and Tidy has a year end of October 31st. At year-end Falco Industries wanted to use the equity method to account for the investment in Tidy Automotive Stores. The market value of the investment in common stock on June 30th was 6 percent less that its acquisition be.During the year Falco acquired a total of 22 percent of outstanding common stock in Tidy, which gives Falco between 20 and 50 percent of outstanding common stock, and therefore Falcos interest in Tidy is significant. To account for this type of investment, Falco would need to use the equity method. The interest in Tidy would not be significant if Falco had acquired less that 20 percent, in this case Falco would need to use the cost method to account for the investment. If Falco had acquired more than 50 percen t they would have to issue consolidated financial statements.

Hr Term Paper

T fitting of Contents Introduction to SME Recruitment and the process involved Chall(a)enges set about by SMEs anyplacesea challenges Suggestions to whelm challenges What ar SMEs? Small and long suit enterprises (SMEs) be businesses that employ up to 250 people.No atomic cristal 53 is precisely sure how many of them there be because there argon lots of companies that adjudge limited liability status but atomic number 18 non trading and there are lots of businesses that are sole proprietorships that nurse escaped the official net of the tax man, the VAT man and the registrar of companies. We leave alone see figures that range as proud as 4. 3 million and as low as 3. 7 million, the lift out estimate world around 4. 0 million. Although the most usual definition of an SME is a company employing up to 250 employees, nearly all (over 99%) employ less than 50 people.In fact, three quarters of them dont throw off any employees they are sole operators. So, the idiom s incerely is on atrophied rather than medium in the SME label. The engine of economic reco actually The signifi fundamentce of these small businesses is very much overlooked. They are the ants in the ant hill rather than the more(prenominal) glamorous animals of the forest. And yet they fall in up a half of all the jobs in the UK and account for half of our GDP. Because they are small and tightly managed, decisions endure be taken quickly and they are flexible in responding to changes in the temperature of the market.In the UK as in the rest of the world, SMEs are recognised as the most responsive engine of economic growth. Who are they? thither are over 1,500 different classifications of SMEs. These are referred to as Standard Industrial Classifications by the brass and they are used to describe the nature of a companys business. As might be expected, SMEs do not compete where large crown thronement is required for process industries. Therefore, they do not exist in car as sembly, steel making, cement manufacture and the care. They are found in prolificacy in the supporter industries from vehicle servicing, hairdressing, retailing to the professions.There are manufacturers, of course, and they operate across most industries from complex electronics to traditional businesses much(prenominal) as metal bashing and wood turning. The SME obtain basket Every SME purchases niftys and service in the pursuance of its business. They all have some basic needs much(prenominal) as telephones, stationery and they consume energy. virtually all have office furniture and operate vehicles. They rent property and they bargain legal and financial services. Depending on their industrial classification, they also will buy materials of one form or another.In total this adds up to over ? 1 billion of products and services per annum. Safety in numbers The most surprising social occasion about this huge shopping basket is that it is a good deal ignored by marketers who have their sites on the larger corporations that appear to make easier picking. Whilst it is true that large buyers are easier to line up in the sight of a marketing rifle, they are not necessarily the most profitable. Slimma enjoyed being a main supplier to tag & Spencer until M&S changed its buying policy and it lost the business. It not yet lost the business it went out of business.In contrast, RS Components has always seen the potential in SMEs and through its adjacent day postal delivery service, it supplies a myriad of bits and pieces to businesses at premium prices and good margins. A simple decision making unit There are no complicated purchasing teams in SMEs. Very often it is just the boss who is tea person, book keeper, principal sales person and buyer. With all these duties, it is not feasible to agonise too deeply about the choice of a supplier. Decisions are made quickly and based on simple criteria such as the supplier is easy to buy from, it is good value, it i s supported by the righteousness kind of service etc.Once a purchase has been made, a relationship is established and very often a buying pattern is set up that will last for a long clock. The B2B SME panel B2B wants to get to the hearts and minds (and purchasing patterns) of SME owners and has late launched an online panel comprised of separate decision makers within the SME orbit. B2B has undertaken a rigorous panel enlisting programme to ensure a diverse and graduate(prenominal) calibre sample of thousands of SME decision makers throughout the UK, people who are notoriously hard to get hold of yet who buy hundreds of different services. In IndiaIn India, the Micro and Small Enterprises (MSEs) sector plays a pivotal role in the overall industrial economy of the country. It is estimated that in terms of value, the sector accounts for about 39% of the manufacturing output and around 33% of the total export of the country. Further, in recent years the MSE sector has consisten tly registered higher growth rate compared to the overall industrial sector. The major advantage of the sector is its employment potential at low capital cost. As per available statistics, this sector employs an estimated 31 million persons spread over 12. million enterprises and the labour intensity in the MSE sector is estimated to be almost 4 times higher than the large enterprises. In South Africa the term SMME, for Small, Medium and Micro Enterprises, is used. Elsewhere in Africa, MSME is used, for Micro, Small and Medium Enterprises. Size thresholds vary from country to country. The lack of a universal size definition makes business studies and market research more difficult. enlisting Recruitment is the process where the HR ranking the gaps to be filled, attracting the suitable persons cvs through different media ( like adds. n paper, approaching consultants, employee references, campus placements( when the requirement is huge), even u can allege active figure outing empl oyees in ur company through promotions/transfers) & etc. , upto receiving the cvs. selection starts from scrutining the received cvs, conducting the tests & finally ends with the HR round of interview for taking a desicion whether selected or not. Recruitment Process The enlisting and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive range and the strategic advantage for the brasss.Recruitment process involves a dodgingatic procedure from sourcing the candi witnesss to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows Identifying the vacancy The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain Posts to be filled Number of persons Duties to be performed Qualifications required Preparing the job definition and person sp ecification. Locating and create the sources of required number and type of employees (Advertising etc).Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected prognosiss. Conducting the interview and decision making Identify vacancy desexualise job description and person specification Advertising the vacancy Managing the response Short-listing Arrange interviews Conducting interview and decision making The recruitment process is immediately followed by the selection process i. e. the final interviews and the decision making, conveying the decision and the appointment formalities. CHALLENGES FACED BY SMES FOR RECRUITING NEW ENTRANTSChallenge One Find, recruit & retain high tonus sales people Organisations of all sizes and in all market sectors have a major challenge in finding and developing lumber sales people. The impact of employing average or poor sales personnel can seriously hurt SMEs, as these com panies imprecate on a littler number of sales rung. They simply do not have the resources, systems and processes that exist within large corporations to impressively manage, develop or re-deploy underperforming sales people. Having high whole tone, unquestionable and consistent sales people can make our sales function and a lack of them will break it.Organisations are able to invest in Health Checks, which reviews how the sales function is performing in terms of people, processes and customers. This health check also highlights the areas within the sales function which need to be developed, which is a good starting point for SMEs looking to build or enhance their sales function. Challenge Two Develop high quality, profitable, long-term customers The issue of quality sales people is the main cause of challenge two Developing high quality, profitable, long-term customers.The definition of a high quality customer is one where * To have a win-win, mutually beneficial relationship * The relationship exists at the highest possible level with the key stakeholders * They take a number of products or services from you * They see you as a key supplier or integral to their success * They believe in your people, brand and product, they will not use a competitor * They will actively promote your people, brand and product (word of mouth advertising & referrals) Gaining high quality customers is the center of any successful business over the extended term.Look at any industry or sector where various(prenominal)(a) key players have shown steady, sustainable, controlled growth and where they have outperformed their competitors. You will notice a number of similarities around the quality of the sales people, perception of the brand, and standard of the product or service. You will also note that in the majority of these organisations, a number of reports and statements focus on The Customer. What makes these organisations so special is that they have simply develope d an effective sales, supply, customer management and retention system.This system runs like a well-oiled, high-performance engine, where all the cogs turn and interlink in a highly engineered way. In business, this is like having a successful, proved How to users-guide for all the key aspects of sales and client fulfillment. Whether we like it or not, both business has a system that covers all of these critical sales and client management areas. What is evident is that these systems dont necessarily interlink efficaciously.In fact, some of these systems seem to piddle against from each one other and slow down progress, creating roadblocks for sales and client management to cross. Interestingly enough, high quality sales people also have a system they use at an individual level to sell effectively. This system guides them like a missile to the target and covers all areas of attitude, skill and execution of their tasks. If an organisation wishes to overcome the two key challeng es of high quality sales people and high quality customers, they need to develop an effective system that covers sales and client management.An effective selling system has a huge number of benefits to any business too many to list, however they can be summarised into the following * Increase positiveness per customer and per sales person * Reduce cost of sale * Reduce lead times * Increase win ratio * Improve internal communicating and access to information * Increase control and focus * Improve forecasting and business planning * Improve customer relationships and retention * Reduce churn of quality people We do not need to find, recruit and retain high quality sales people, especially as they are expensive.Even small organisations can develop quality sales people themselves and build the key benefits this brings by simply introducing a successful selling system. This elbow room that the organisation is reliant on an effective, proven and sustainable system and not on individu al sales people to perform. If the system piece of works, then the sales people can use the system to work for them. The system will show the organisation very clearly who is performing well and who needs to be developed, and it can even show exactly where and how.To mop up the key point, however, we are not grammatical construction that you can or should employ low quality sales people and tell them what to do, and how to do it. What we are saying is that the quality of focus has changed, from finding high quality sales people who can work individually and do the numbers for you, to developing a high quality, repeatable sales system. This is not a new(a) concept every successful franchise is built on this very principle. If a business wants to imbibe these benefits, then it is undeniable that they need to have an effective sales team.It is also undeniable that they need to develop high quality customers. If your organisation needs to realise these benefits and you would like th e opportunity to work with a specialist, then contact Enact Services. They have developed the Complete Selling System. This has been designed specifically to address the challenges faced by your sales team(s). This system has been proven to positively impact on the sales results of SME and corporate organisations. CHALLENGE IN THE TALENT WARThe global phenomenon in giving shortage has led to a talent war amongst organisations large and small, across all industry sectors throughout the world. This talent war is all about attracting, retaining, developing and engaging a quality workforce that plays a critical role in impacting the organisations bottom-line and growth. With such a struggle for the outdo talents, it is no wonder that the SMEs often lose out to the MNCs which typically invest millions of dollars in their recruitment and retention strategies.Given that SMEs may not have such muscle to fight the talent war, even so it is comely clear to business leaders / entrepreneurs that an effective HR strategy is critical for its long-term survival. The following are some of the typical challenges faced by SMEs today Talent Attraction Not maintaining an active database of potential hires adverts are placed each time there is a vacancy without harnessing past database effectively Not implementing comprehensive hiring channels such as referral, graduate, recruitment internal transfers etc. deficiency of detailed job analysis which leads to ineffective recruitment (i. e. often it is not cognize what are the key criteria for hiring the personnel and key success factors on the job) Weak or no employer stigmatization vistas do not have a good familiarity of the overall organization OR do not have a good experience during their recruitment exercise Not able to purpose higher than average starting salaries and having standard benefits/rewards Talent Retention Lack of a comprehensive orientation programme or induction training Lack of clear career path develop ment for individual staffLack of communication of corporate goals/vision Lack of job-rotation often SMEs lose talents as they are not able to provide new learning opportunities within the organization by redesigning jobs etc. Minimum investment in training development. We have heard finding and retaining cash in ones chips talent be it for large corporations, SMEs, associations and consultancies is fast becoming a major challenge. In many cases, the challenge has become a factor in the passing of competitive strengths, and consequent decline of market share.Some underlying reasons are well known demographics (the baby boomers are beginning to retire and not being replaced by equivalent numbers of new entrants into the workforce) declining unemployment sustained high demand for candidates with similar profiles in many sectors, such as IT and Telecom shifts in employee attitudes to loyalty and their work/life balance. still another, less obvious factor is at play employers respons e (or non response) and in particular the adaptation of their recruitment and retention strategies to a promptly changing labour force landscape.In fact, pragmatically, this is perhaps the most important issue. Employers cant change demographics, but they can change the way they recruit. Until recently, most employers were in the enviable rate of being able to pick and choose among a plethora of spontaneous candidacies to fill most, if not all their open positions. In those cases where Mr. or Mrs. Right was not at hand, word of mouth, and an advertisement would more often than not elicit a more than adequate number of qualified applicants. The biggest challenge was making the right choiceBut today, employers are facing new realities. And, as in any rapidly changing environment, those who are the quickest off the mark in adapting their attitudes and strategies will reap the benefits of stronger, more stable, and more efficient human resources. The more senior and/or technical the p ositions, the more vital this becomes. New challenges and the need for specialized assistance With many or even most employers fishing for the same profiles in the same pond, yesterdays recruitment strategies are fast becoming inefficient and un (or even counter) productive.The bottom line is that most employers are rapidly (re) discovering the value and economic sense of retaining, and building long term relationships with executive director await self-coloreds. The simple logic is that the quest for talent needs to be both broader, and deeper than ever before. Chances are the ideal candidates are not scanning the want ads or online recruitment websites nor talking to friends about changing jobs. They could come from a different industry (which has already faced the challenge an employer is up against today), and thus bring knowing thinking and new vision.They may bring talent that will enable an employer to embark in new, lucrative business ventures. And they need to be in a position to contribute to an employers strategic plan. Leading Executive Search firms will build a highly individualizedised strategy for each individual recruitment taking these complex factors into account. Headhunters. and headhunters Most leading headhunters accept the title with a smile. they mainly prefer to be known as Executive Search consultants. Perhaps to more clearly identify themselves as employer business builders (via human resources), as opposed to simple recruiters.Recruitment agencies tend to use large databases of names, rely on electronic/web technologies, and place cold-calls to potential candidates whom they might never have met before. While not eschewing these methodologies, executive recruiters use their specialised and often personal networks of contacts to attract individuals to opportunities and search for candidates for the most senior positions. In Brussels, as an example, the typical minimum annual profits for a position that an Executive Search fir m is retained to fill is 100,000.Consultants specialise within given industries, and typically have long-lasting relationships with their clients. These relationships are key, because the recruiter knows the nuances of the internal culture within the clients organisation, and is best prepared to offer candidates that would make a good fit. In addition, executive recruitment firms often offer guarantees for the candidates who are hired. That is, if the individual resigns, for example, within six months of the date of hire, the firm will mount a new search to find another candidate. Taking care of the detailsCompanies that decide to search for a senior candidate using a specialised recruitment firm find that they save time and resources. Following an exploratory concussion to learn more about the position and after participating in a thorough briefing session, the search consultant returns a written description of the employer, the competitive situation, the recruitment context, and the position to the client for approval. The description is a key step, and the client must share as much information as possible in order to enable the recruiter to identify the best possible candidates.Of course discretion is paramount privacy of the client, as well as privacy of the candidates. Building on his experience as Managing coach and Marketing Manager for LOr? al, Howard Honick has been a senior consultant with Alexander Hughes, one of the leading recruitment firms in Europe, since 2000. We believe every mission, every client, every candidate is unique, says Honick. Our consultants spend whatever time is necessary to understand every aspect of the mission we pay particular attention to tardily skills, and matching client/candidate culture.Confidentiality is of course crucial. And we only present candidates to our clients who we know could be an ideal match in terms of experience and personality, and then make a long-term fit. Its all about who you know Executive rec ruiters know their clients industries and have many contacts because they have worked in the sectors themselves. Anne De Greef, a senior consultant at Alexander Hughes previously worked for many years in executive positions in business development, operations, strategic planning and MA for DHL, UPS and as COO for blow overlogistics/Wheels.Combined with her additional management experience in the chemical and leasing industries, she is well-placed to identify potential candidates for clients in these businesses, because she knows and has worked with many individuals in those sectors. This detailed knowledge of and ability to recruit high-level executives is what makes clients rely on our services. Clients realise that top-level recruitment is not an overnight process, said De Greef. Strategic recruitment impacts the bottom-lineRecruits for top-level appointments will eventually have a role in shaping the future of a company. They will be a part of the team making strategic decisio ns about the organisations direction and developing and enacting its business plan. Thus, candidates must have extensive experience and the business sense to succeed in making the right decisions. Theres a lot on the line when fill up positions for our clients, said Honick. The positions we help fill are vital to the client companys success, otherwise the company probably wouldnt invest in our services. Costs for recruitment services usually are linked to the salary level of the position being filled. Firms typically charge a placement fee when the candidate they identified and recruited accepts a job. The fee can be set as a heterosexual percentage of the salary, or negotiated as a retainer. For some companies with ongoing away hiring needs, the retainer model is usually the most advantageous. Widening the gene pool Once recruitment profiles have been defined, there are several steps to finding the right candidates.One of the most important is to take a cross-sector approach. Com panies must not depend only on the talent that is already employed within their sectors to the contrary, employers must extend their search for candidates to include industries that they may never before have mined. Our experience shows that more and more companies are taking this cross-sector approach. This is particularly true in the financial sector, where we are seeing an increasing demand for mathematicians and actuaries to manage hedge funds and private equities, said Honick.For big and small Surveys of European executives indicate that three factors are hampering corporate magnification increasing bureaucratic and administrative complexity (regulation, compliance issues) uncertainty, as it relates to top line growth and the difficulty of finding the best people to grow the company. These issues hold true for small, mid-size and large organisations. Executive recruiters specialise in filling senior leadership positions, no intimacy what the size of the organisation.Perhaps f or SMEs, it is even more critical to find not just the right person but the best person, since each new recruit will have a proportionally greater impact on the existing team as a whole. In smaller companies, the quality of internal human interaction tends to have a more immediate effect on overall results, said Honick, Also, responsibilities in an SME can cover more than one functional area. A Finance Director will probably have admin duties, and also might oversee HR. So we would need to find a person who can positively impact all three areas. - Recruiting in-house is typically the first reaction of most HR directors. But for small and mid-sized companies searching to fill management positions, looking within is often not feasible. Most likely, for young and/or small businesses the required talent does not yet exist in-house. So for middle and senior-level hires who will have a significant impact on the top and bottom line, its becoming more and more common for organisations of al l sizes to rely on a executive search firm to find the best talent out thereOverseas recruitment and challenges The rules of elaborateness Overseas recruitment has gone mainstream. Once viewed as the last resort of vaguely treacherous corporate wage cutters, hiring foreign workers is the newest trend for small and medium businesses struggling to deal with an unprecedented skills shortage. But the commonplaceity of foreign recruiting and a some well publicized instances of abuse by rogue employers has caught the political sympathiess attention.In April 2007 national Immigration Minister Kevin Andrews declared his intention to clean up the system by introducing tighter policing and hefty new financial penalties for employers who breach migration laws. All this means that overseas recruitment now presents greater risks and rewards for Australian businesses than ever before. For an increasing number of SME owners, coping with the skills shortage means this is a gamble they must take if they are to find the staff their businesses need to survive. So much work, so few workersEach month, economic data confirms what SMEs are experiencing on the ground the skills shortage is getting worse. With unemployment already at a 32-year low of 4. 4%, in May 2007 the number of new jobs ads surged 10. 3% to 251,996, a massive 40. 8% rise on a year earlier. While shortages are being felt across the board, the cupboard is particularly bare for employers in the resources, information technology, professional services and hospitality sectors. Andrew Stormon, the animal trainer of Queensland SME Mt Isa Fleet Maintenance Services, tells a common story. We advertised for 18 months trying to find people for mechanic positions we just found we got very few responses, and those we did get didnt have the right skills and werent suitable for the job. In a booming economy, not enough staff means lost work and lost profits. We lost in the vicinity of $500,000 because we continually h ad to knock back work. We lost one of our clients worth $250,000 because we just didnt have the people we unavoidable to service their fleet for them, Stormon says.It is this combination of commercial opportunity and labour shortage that is driving business to recruit from overseas in increasing numbers. Immigration division figures show 97,430 dexterous migrants came to Australia in 2005-06, up from 77,880 in 2004-05. This number is set to development to 102,500 in 2007-08. By far the biggest increase in numbers has been in the s457 temporary skilled migration category, under which employers sponsor foreign workers with in-demand skills to work in Australia for between three months and four years.There are reported to be 105,000 foreign workers presently in Australia on s457 endorses, a number that could increase significantly next year. Navigate the migration minefield Bringing a worker into Australia is not just a matter of filling out a few forms and sending a cheque for t he processing fee. Although there is a lot of information available the Federal administration and industry associations are good sources the migration process is complex and requires knowledge of both Australian in-migration rules and those of the country from which a worker is migrating.Added to that is the difficulty of finding eligible candidates for the position in the country of origin, an especially difficult and time-consuming task in countries where English is not the first language. Given the complications involved, it is no surprise recruitment and migration service providers have proliferated in recent years, encouraged by low barriers to entry and the big dollars desperate employers are prepared to pay for good staff.It generally costs about $4000 to $6000 to have an agency find an employee and bring them into Australia, although prices vary depending on where an employee comes from and how they are employed in Australia. Jo Burston, the managing director of migratio n services firm seam Capital, says the time-consuming nature of the process and the heavy penalties associated with breaches of migration legislation means agencies offer good value for money for many businesses. The Department of Immigration has very exigent guidelines and the penalties can be substantial, so its a process that allows very little room for error.Since most SMEs dont have specialised immigration staff, hiring an agency allows them to get on with their core business, Burston says. Most SMEs would hire an accountant to give them tax advice, they wouldnt just have their admin person do it, and this is really no different. Even businesses that can afford to devote staff to recruitment tend hire professionals to help them navigate the process. Mike smith, operations manager at IT services and integration firm Anatas, says he supplements his in-house resources by outsourcing difficult aspects of offshore recruiting process. We would just burn weeks and weeks of staff t ime doing it all ourselves. Even with staff work on the process it can be time-consuming just providing the information and vetting candidates. There is no way to short-cut the process, you just end up causing problems for yourself if you do, Smith says. Traps for young players and what to do about them Contrary to popular belief, the vast majority of businesses who hire foreign workers are not motivated by the prospect of take down wages.Imported workers cannot be employed to perform cheap unskilled labour and must be paid above a legislated minimum standard annual salary of $41,850 ($57,300 for IT staff). These rules are not flexible. The desire to avoid any further horror stories of foreign workers being paid a pittance or charged outrageous migration fees has caused the Government to allocate more than $80 million in this years budget to increasing the monitoring and investigation capacity of the Department of Immigration and Citizenship and to increase penalties for breaching migration laws.From August 17, employers can be personally fined up $13,200 or, in extreme cases, jailed for up to two years for employing a worker without the appropriate visa or referring a worker without an appropriate visa to another employer while businesses can be fined up to $66,000 for each offending worker they employee. More dangerous penalties are applicable if workers are being exploited through slavery, forced labour or sexual servitude. The complexity and bureaucracy that governs the skilled migration process means planning ahead is also important.Finding an employee and bringing them to Australia generally takes three to six months, migration service providers say, with even longer lead times workers with very specialised skills are sought. A more obvious problem employers of foreign staff have to deal with is culture shock. Even for people who come with all the good will in the world, the shock of finding yourself in unfamiliar territory far away from family and fr iends can be too much to handle.Australian Recruiting director David Young, who recruits Asian and UK workers for Australias mining and healthcare industries, says it is rare for foreign workers to cut short their time in Australia because of culture shock, but it does happen from time to time. It can be for all kinds of reasons sometimes its the climate, the food, often people who come here dont realise quite how big Australia is and get a bit of a shock if they find themselves in a remote location.On the other hand, I was talking to a company the other day who brought in workers from Sweden they were very skilled but it didnt work out because there was a big difference between the sense of humour of Swedes and Australians, Young says. Small things like meeting new arrivals at the airport, help with accommodation and transport, opening a bank account and taking out medical insurance can help downplay homesickness. We brought someone in the other day who was a great musician and we connected him up with a local band things like that can make a huge difference, Young says.Once these hurdles are overcome, it seems there can be real upside to taking staff from other countries into your workforce. Mt Isa Fleet Maintenance manager Andrew Stormon says after dealing with some out-of-date attitudes on the workshop floor towards the four skilled tradesmen he brought in from the Philippines, the new arrivals have now become an important part of the business. These blokes have turned up and keen as hell, punctual, their English is excellent and they really get in and work.And their skills are fantastic I havent come across tradesmen as good as some of these blokes for many years, Stormon says. Another advantage of bringing in workers from overseas can be loyalty. Anatass Mike Smith says in sectors such as IT, where highly skilled employees tend to be highly mobile, this is be a big plus. We have found workers we bring tend to stick with us. Often they will be looking to become permanent residents in a couple of year or perhaps its just because we have developed with them, but weve found they stick with us for a bit longer than Australian staff, Smith says.As long as Australia continues to enjoy the fruits of the China-led resources boom, economic necessity will continue to drive Australian businesses to hire skilled staff from overseas. - The key to making overseas recruitment a good experience is to take advantage of the information available and obtain professional advice and assistance where necessary. By going into the process with eyes open, a business of any size can successfully navigate the migration minefield. - - SUGGESTIONS THAT CAN BE IMPLIMENTED____________________ Outsource Outsourcing non-core activities is increasingly becoming popular even for SMEs. Instead of incurring huge fixed costs in manpower to manage recruitment/ retention issues with sophisticated IT software, SMEs can reap the following benefits by outsourcing such func tions to the experts in the field Cost savings Technology (a simple HR IT software can cost from to $50,000 to $300,000) Experienced HR staff to manage recruitment/retention issuesAdministrative time (even with the HR software, lots of time goes in updating, maintaining a database etc) Focus on strategic functions By outsourcing these functions, the HR can focus on vendor management and on making sure that results are achieved. Access to world-class recruitment/retention strategies Service providers typically invest millions in the most updated systems and technology as this is their core business. Hence by outsourcing such functions, SMEs can leverage on the service providers world-class technology.Create employer branding The service providers function as an extended arm of the SME. Hence by running the entire hiring process (right up to orientation) effectively, a positive brand image is created for the SME. metre of hiring effectiveness The HR can extract useful indices such as quality of hire, cost per hire, days to fill job, candidate experience etc. from the service providers. This will enable the HR to focus more on strategic issues rather than administrative tasks of the hiring process. Quality of HireThis is of critical immensity to any organization whether is there a good fit between the job and person. By outsourcing the hiring to experts, it has been proven that the quality of hire will improve. This means that the new hire performing better on the job and eventually affecting the organisations overall operational effectiveness and profitability in a positive way. Employer branding Having mentioned outsourcing as one of the strategies in managing talents, the responsibility on employer branding still remains with the organization.Companies need to brand themselves as choiced employers just like how they brand their products and services. There are some distinct advantages of being an SME which need to be communicated to job seekers and existing staff. Being small can be an plus in many instances. Having a staff strength of less than 300 makes an organization a lot more nimble, fast and flexible compared to larger MNCs which often wait for global initiatives before implementing changes in their HR policies and practices.THE FOLLOWING ARE SOME TIPS FOR SMES Talent Attraction Employer branding focus on key strengths such as innovative, fast-growing regional exposure Provide flexible and innovative benefits/rewards that cater to individual needs Measure the current hiring effectiveness indices such as cost per hire, days to fill a job, effectiveness of hiring channels, candidate experience are critical so that SMEs can track where there are bottlenecks and where the hiring process can be improved. Plan career path for individualsMore growth opportunities, regionalization which is attractive to the younger workforce. Talent Retention slant from being family-oriented to more performance-based Communicating the corporate go als, vision, direction (for a more engaged workforce) HR can afford to give personalized attention to individuals needs in terms of benefits, rewards, career goals, training development needs Invest in meaningful training development that leads to job expansion for staff Once the SME has established themselves as a hoice employer with attractive and innovative HR policies, retention strategies and career advancement opportunities, it is only a matter of time that happy employees spread the word. There is nothing more powerful for an organization than happy staff who become their ambassadors wherever they go This inevitably does wonders for enhanced employer branding and attracting better talents over the years. *****************************************************************************BIBLIOGRAPHY http//www. eurofound. europa. eu/emcc/content/source/eu06025a. htm http//en. allexperts. com/q/Human-Resources-2866/Challenges-faced-HR-Manager-1. htm http//72. 14. 235. 132/search? q= cacheyyt4gJDUXlMJwww. gmprecruit. com/pdf/KC/SMEchallenge. pdf+recruitment+challenges+faced+by+SMEshl=enct=clnkcd=1gl=in http//www. hrmguide. com/recruitmentsmanagers/+tasksfaced+SME.

Bogart and Landau Purpose

The guiding principles I demand examine that Bogart and Landau purpose about the body as a pricking was practical to say the least. It encourages readers to focus and flex their creative imagination using the body. It is rigorous training to help beginner or novice pupils in insight on questioning, exploring, and reorganizing parts of theatre.Bogart and Landau gives a set of task for readers to focus on which helps open the student mind the freedom and imagination to create. Bogart and Landau insinuates pushing the body for non-dancers and student actors experiences to learn different positions. It is a way for the student to be a creator, actor, reflector, and participant. Communication and dramatic text explained in the viewpoints system are physical much(prenominal) as using shape.Being aware that your body is already making a shape as a silhouette but being competent to use that in amidst of creating lines with your body. It is possible for a student to be able to use thei r knees and feet to create shape. A student does not have to use the briny body parts such as legs and arms.Connection through dramatic text can be use through architecture. For example, in a class bod we were instructed to use props in the dance room to connect with. As well as our bodies.Breathing and following our tempos using our breath has been a study form of dramatic connection. Bogart and Landaus example of medium, fast and slow tempos connected to me during the exercise in the most recent class. It felt like after our instructor told us to switch tempos from fast to slow or slow to fast it was up to us to connect after that. When switching my tempos, it became slightly confusing to keep up with myself without being constantly told to change tempos.It is a battle between your mind and your body. Your body is listening to your mind, which is being responsive to the instructor telling you what to do completely while trying to keep up your own pace. Connecting is required by focusing on a task at hand. When your mind and body are being responsive to different things, it is up to the student to connect your mind, body, to the tempo. Adapting to this process of performance had been a challenge. Understanding how to have your mind and body in sync. utilize your tempo helps because you can pick an live up to and changing your tempo will change your action.Be aware of how the action of changing tempos alters the meaning of physical action.37. This quote adapts to me in a sense of how my tempos in my action could affect my mood. Switching of tempos can help with awareness. It will expand range and develop the individuals susceptibility to shift in and out of extreme tempos instantly and unexpectedly.37. This quote analyzes how switching of tempo is perceived. Mainly because for example if you are punching, a punching bag belatedly it will not feel like you are not putting any impact into the bag which will cause your mood to become utter or fall short. For a faster tempo my mood can be either extremely happy, anxious, or angry.When working with fast tempos, balance on the inside by maintaining a sense of calm, quiet, slow.39. This quote puts a better perspective on tempo for me. Youll understand your ultimate control at that point. If you heart yourself and find balance this could be achieved. Challenges experienced have all been learning experiences. The architecture. Being aware of positioning your feet and other props around you in the room. Texture.53. In this passage it helps me analyze how when wearing my Nike runners on the floor in the black box theatre, they can be certain floor movements I have to do with my shoes off because I cannot achieve the movement without sliding, letting the slick floor and my socks help my movement.An activity with a small area and a swarm of running in different directions could be difficult in a sense. For example, an activity that required us to run all over the area in different directi ons in different tempos. Become acutely aware of exactly where you are and let this architecture inform your movement.52. Knowing this passage during that exercise could have been put into logic during that time. Including Others.53. Explains on joining in on using objects with others around you. In a lesson where you are told to find a spot around the room and, to use the same prop can be a challenge because of placing. Trying to place yourself in a position that fits with the object and excessively trying to maintain in sync with the others around the prop. It is something that takes thought before executing because if not this can cause other confusion as well.In conclusion Bogart and Landau have both put in helpful examples of how to understand, analyze, and reflect on exercises being done.

Aging Workforce in Singapore Essay

Populations in many developed countries are come alonging, and Singapore is no exception. The first crapper of post-war baby boomers allow for reach 65 years of age by 2012. The number of seniors will join on from 8.4% in 2005 to 18.7% in 2030 (refer to Table 1). correspond to the 2010 Population Report,The proportion of residents (i.e. citizens and PRs) venerable 65 and above increase from 7.0% of the resident population in 1999 to 8.8% in 2009. Correspondingly, the number of younger residents aged 15-64 for every resident aged 65 and above (i.e. the old-age support ratio) fell from 10.1 in 1999 to 8.3 in 2009 (refer to Table 2). (Singapore Department of Statistics, 2010, p. 4) Today, maven tabu of every 12 Singaporeans is aged 65 or above. By 2030, this ratio will become one out of five.On January 2011, the parliament has passed down the untried employment law of changing to retirement age from 62 to the age of 65 from January 2012. This is a good sunrise(prenominal)s to m any Singaporeans who felt that they are good-tempered capable of craping beyond the retirement age of 62 (Nayak, 2011, para. 3).An mountment population brings both challenges and opport unities, having amazing effect on all parts of our society individuals, families, communities, businesses and government. Therefore, we ought to prepare early for the challenges of an ripening population to realise the well- being of our seniors and their families to win the first line of support. At the same time, we must be ready to tie the economic opportunities that will emerge from the demographic shift.Aging Workforce in the Hotel Industry With relevance to the major demographic trends, aging population, this revolution will change the face of our labour market. Correspondingly, the turn overforce is not completely ageing, but also growing at a much slower pace. Increasingly, companies are go about problems in recruiting replacements for retiring employees. This is a reality that companies go to grapple with and adapt to. Neverthe little, not all companies are being affected equally nor are they moving at the same rate to identify and address how the ageing trend will be impacting their businesses.Impacts In the hospitality industry, service is the factor that differentiates hotels from its competitors. Therefore with a gravid amount of aging workforce in the frontline, it will bring down the image of the hotel in harm of appearance a younger worker would look fresher and lease a better salute to guests. As a guest of a hotel overseas, he or she would be preferred to be served by younger workers than people of an old age.As sr. employees are naturally more prone to illnesses, they would function to take more medical leaves gum olibanum decreasing the manpower. When one gets sick, it affects the employees mood to work and frankincense less concentration when working. This in turn reduces the efficiency of the operations of hotels. In addition, the implys and interest changes with aging workforce. According to the study by Tripartite Alliance for Fair Employment Practices (TAFEP) (2010), rising health and insurance costs, line about physical abilities, and adaptability/willingness were ranked as the top three challenges (p. 3).With the ever changing preferences and needs of the society, hotels wipe out to constantly upgrade their standard of services. However, aged(a) employees may not be equipped with latest skills and experience needed to achieve the hotels competitive advantage. Thus, in that respect is a need to constantly upgrade the skills of their of age(p) employees. Older employees are more resistant to changes and improvements. This may be mainly due to their thinking of already having the appropriate experience and companionship and in that location is no need for further training, especially in the concomitant of leapfrogging, where a younger worker is put in lodge of a more experienced worker. legion(pre dicate) hotels will have an advantage by having a large pool of elderly employees. It is mainly because there are many hire out positions which young employees would be unwilling to take up. Most time, foreigners would be engage to fill up the rest of the occupation va trickcies that do not appeal to the young employees however, hotels nates have some other avenue of recruitment the elderly workforce. This will give hotels a great advantage to handpick the crush ceasedidates out of the pool of elderly workforce.In hotels, there are certain positions that elderly employees occupy, for example roll in the hayrial positions. Being loyal to the caller, they would not want to leave their positions easily as compared to the younger workforce who unremarkably job hops for a better pay. This relieves the hotels need to constantly recruit and train new workers, thus helping to cut the costs during the process of recruitment and training.Challenges A) The Human Resource (HR) unit h as a challenge to portion the older employees in suitable positions that is beneficial for both the hotel and the aging workforce. The HR unit also has to ensure that the hotel would maintain a good image and increases their productivity. There is also a need for the HR unit to create a supportive culture for the older workers in order to manage such diverse workforce.B) Keeping older employees motivated at work along with the right emplacement is important when serving their customers. In addition, with the older employees being more prone to illnesses, hotels have to struggle with ways to pass off their costs low and at the same time provide adequate medical benefits for them. During such fulfilments it is more crucial for managers and supervisors to show them care and patience.C) Values tend to change from one generation to another as well as during different life stages. The thinking of the older generation is more unprogressive than those of the younger generation. It wo uld thus be a challenge for the hotels wanting the older employees to improve their values in their job scope. With a more conservative mindset and thinking, they would be afraid to try new things and be more innovative.In turn, the hotel will lose its competitiveness if new changes are adopted. Hence, the HR unit in a hotel has to place their older employees in the most relevant training to help them prepare for changes in their current jobs. Besides that, older employees would normally take a longer time to adapt to changes, thus the management has to work out appropriate schedules to help their employees to have a proper balance with their job and trainings.D) Older employees tend to have more skills and knowledge in the industry due to the experiences they have deceased through. Retaining this skills and knowledge is critical for hotels to ensure that the younger generation will also have these basic skills and knowledge as a platform for them to have an advantage over their co mpetitors.E) Although there is a need to book these skills and knowledge, there will definitely be a time when one has to retire. However, the aging workforce is unremarkably reluctant to leave their positions as they are emotionally attached to the hotel. This would be a challenge for the hotel to flummox ways to recruit younger employees, without resulting in excess manpower and high costs, especially for positions in the higher(prenominal) management. If the hotel were to retain most of the older employees, they may miss opportunities on recruiting young employees who can be a more valuable asset to the hotels which helps to bring their standards to a higher level.Solutions It is time for employers to start responding to the potential consequences of the ageing workforce on their businesses. If not well-prepared, employers may find themselves suddenly faced with labour loss, experience and expertise that will be difficult to offset, given the relatively small pool of new empl oyees. With many companies facing the same problem, competition for new talents is equivalently to surface.A) Hotels can have interviews to know which areas older employees would prefer to work in and the languages they can speak. With the information gathered, hotels will be able to know their strengths and weaknesses which help to determine where to allocate each individual. With the proper job assignment, hotels will be able to maintain a good image, by reassigning the older employees with language barriers to the backhouse such as room attendant. This allows them to be in their comfort zone and subsequently getting used to their task, the productivity will be maximized in both the frontline and backhouse.B) In order to keep older employees engaged and motivated, it is vital for the HR department to maintain constant communication with the older employees and witness any problems, issues and concerns that they are encountering. By treating their employees like family members, it may be a major job happiness-driver for them and thus motivating them to do better for the hotel. Besides that, communication and treating each other with respect ensures that the spirit of their employees is forever and a day high. Through job empowerment, employees will have more decision devising responsibilities and hence they will whole step more respected as an employee as they are given a chance to handle more difficult situation on their own. As for medical benefits, hotels can pay a certain region of their medical fees. For example, the hotels will pay 50% of their employees medical fees while the other 50% is remunerative by the employees.C) Facing the challenge that older generation is more conservative, companies can focus on creating a positive work environment for older employees by allowing flexible hours, more communication and constantly motivating them. some(prenominal) of the actions can be allowing the older employees to have an option to consider diffe rent jobs and different sets of responsibilities. Some older employees may wish to devote their later career years to jobs that allow them to develop new competencies. Others may want jobs that are less demanding, these older employees may be interested in making transitions to different jobs within the company or make lateral moves or even to lower positions with a pay reduction. Other than that, the hotel can allow them to have a choice over the number of hours worked and provide them with flexible schedule for trainings. For example, older employees work on reduced-hours such as part-time or job sharing, so as to schedule the rest of their time for trainings that are arranged for them.D) To retain the skills and knowledge, the older employees can train and guide the younger employees before they retire to ensure that the skills and knowledge are passed down. After retirement, they can come back and help out by overlooking and having workshops to give further training that is need ed.E) To pull back the younger people, creative ways are needed. For example, the hotel can come up with a program like the popular show The Apprentice by Donald Trump to search for the best employee. However, we must ensure there is no excessive pool of manpower and costs are kept low. The hotels can allow their older employees to be on-call workers or have flexible work schedules. On-call workers are employees who are called to work only when needed, although they can be scheduled for work for several old age or weeks in a row. In days when the hotels need a massive number of employees, the on-call workers will be called back. By providing flexible work schedules, older employees are allowed to plan their work schedules with the choice over the number of hours worked. This will prolong the retirement period for older employees by allowing them to work but at a lesser duration, so that younger employees have the chance to excel and there will not be a surplus or shortage in the m anpower.Case Study Royal Plaza on Scott The Royal Plaza on Scott is a 5-star leading hotel in Singapore. 50% of the hotel 300 employees are classified under the mature and older category. The company recognized the importance of mature employees and has sets out strategy as Singapore faces human capital challenge of managing a mature and older workforce. According to Fiat (2010),The mature employees are valuable assets to the organization as they are able to share their wealth of experience with the younger employees. The hotel taps on their expertise by pairing the mature employees with the younger generation of new hires to provide guidance and encourage cohesiveness. The hotel also use a buddy system where a new mature employee is paired with a younger workfellow or vice versa to work together and learn from each other. For example, younger employees may learn from mature and older employees on how to handle difficult customers while guiding their older colleagues on the effect ive employ of technology at the workplace. (TAFEP, p. 45)Royal Plaza on Scott has developed recruitment strategies like implementing Flexible running(a) Arrangements (FWA), where there is a flexible work arrangement which includes flexi-time, part time, job shares and compressed workweeks. Health benefits and programmes will also be implemented including regular health screening, health talk, yoga courses, sushi-making classes and others. This is to encourage for a healthy work life balance. Another great strategy used is to set up a Recreational delegacy that was assigned to take care of the well being of co-worker. This committee will be in charge of organizing health awareness events, initiatives to create awareness of healthy lifestyle as well as to sting employees of difference generations (TAFEP, 2010, p.46).